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Work environments, which are widely acknowledged to exert strong influences on employee attitudes and behavior, have been studied since the initiation of formal work entities. Over this time, scholars have identified myriad impactful internal and external factors. Absent though are investigations examining economic downturns despite their acknowledged pervasiveness and destructive effects on worker performance and well-being. To address this theoretical gap, a multistage model acknowledging the impact of recessions on workplace responses, response effects, and environmental considerations is proposed. Inherent in this discussion is the role of economic decline on reactive change processes, the nature of work, and the structure and design of organizations. These significant changes affect employee attitudes and behaviors in ways that increase the political nature of these work environments. Organizational factors and employee responses to heightened recession-driven politics are discussed. Additionally, theoretically relevant intervening variables capable of influencing work outcomes are described. The chapter is concluded by discussing the implications of this theoretical framework as well as directions for future research.

Organizational development and change may be initiated from two different starting points. A diagnostic approach begins with an examination of problems to assess and correct dysfunction. In contrast, the Appreciative Inquiry approach begins by identifying an organization’s strengths as resources for change. An experimental study was conducted to compare the processes and outcomes that arise during the first phase of each approach. Results show that both approaches lead to different but favorable and complementary outcomes. Both participant gender and the gender construction of the dyads in which individuals participated moderate these effects in unexpected ways. The implications for understanding the processes by which both methods work, and the potential for combining them, are discussed

The purpose of this paper is to shed light on the use of bibliometric indicators as a people analytics tool for examining research performance outcome differences in faculty mobility and turnover.

Employing bibliometric information from research databases, the publication, citations, h-index and newly developed individual annualized h-index (hIa-index) for a sample of university faculty is examined (N = 684). Information relating to turnover decisions from a human resource (HR) information system and bibliometric data from a research database are combined to explore research performance differences across cohorts of retained, resigned or terminated faculty over a five-year period in a single university.

Analysis of variance (ANOVA) results indicate traditional bibliometric indicators of h-index, publication count and citation count which are limited in their ability to identify performance differences between employment status cohorts. Results do show some promise for the newly developed hIa-index, as it is found to be significantly lower for terminated faculty (p < 0.001), as compared to both retained and resigned faculty. Multinomial logistic regression analysis also confirms the hIa metric as a predictor of terminated employment status.

First, the results imply that the hIa-index, which controls for career length and elements of coauthorship is a superior bibliometric indicator for comparison of research performance.

Results suggest that the hIa metric may serve as a useful tool for the examination of employment decisions for universities. It also highlights the potential usefulness of bibliometric indicators for people analytics and the examination of employment decisions, performance management and faculty turnover in research-intensive higher education contexts.

This empirical paper is entirely unique. No research has previously examined the issue of turnover in a university setting using the bibliometric measures employed here. This is a first example of the potential use of hIa bibliometric index as an HR analytics tool for the examination of HR decisions such as employee turnover in the university context.

Discusses marketing problems associated with the introduction of new products that are often amenable to analysis and solution through using behavioural principles. Proposes that studies of innovation diffusion can therefore provide excellent case illustrations of the analytical power of associated consumer behaviour theory and the contribution that this theory makes to marketing decision making. Reports findings on the diffusion of a new ethical drug among doctors in Ireland. States that the importance of a highly trained and well‐informed salesforce cannot be overstressed.

How do you react to these statements about creativity? There is at least an element of truth in each of them. Let us examine each in turn.

The purpose of this paper is to provide a brief introduction of the finite difference based parabolic equation (PE) modeling to the advanced engineering students and academic researchers.

A three-dimensional parabolic equation (3DPE) model is developed from the ground up for modeling wave propagation in the tunnel via a rectangular waveguide structure. A discussion of vector wave equations from Maxwell’s equations followed by the paraxial approximations and finite difference implementation is presented for the beginners. The obtained simulation results are compared with the analytical solution.

It is shown that the alternating direction implicit finite difference method (FDM) is more efficient in terms of accuracy, computational time and memory than the explicit FDM. The reader interested in maximum details of individual contributions such as the latest achievements in PE modeling until 2021, basic PE derivation, PE formulation’s approximations, finite difference discretization and implementation of 3DPE, can learn from this paper.

For the purpose of this paper, a simple 3DPE formulation is presented. For simplicity, a rectangular waveguide structure is discretized with the finite difference approach as a design problem. Future work could use the PE based FDM to study the possibility of utilization of meteorological techniques, including the effects of backward traveling waves as well as making comparisons with the experimental data.

The proposed work is directly applicable to typical problems in the field of tunnel propagation modeling for both national commercial and military applications.

The purpose of this paper is to investigate the association of the satisfaction of the basic psychological needs for competence, autonomy, and relatedness with affective commitment and turnover intentions among retail employees in India while also examining the mediating role of job satisfaction in these associations.

Research hypotheses were tested using a cross-organizational sample of 244 employees. Existing, established scales were used to measure the research constructs.

The results of this study show that the satisfaction of the needs for competence, autonomy, and relatedness was positively related to affective commitment and negatively related to turnover intentions. Moreover, the results indicate that job satisfaction mediated the association of basic psychological need satisfaction with affective commitment and turnover intentions.

This study highlights the significant role of basic psychological need satisfaction in retaining employees in a rapidly growing economy that is experiencing very high employee turnover. The findings of this study may be helpful for organizational leaders in taking appropriate actions to create working conditions that facilitate the satisfaction of employees’ basic psychological needs. Satisfaction of employees’ basic psychological needs at work may help in retaining them in the current economic scenario, which is witnessing very high employee turnover.

This research tested the applicability of basic psychological need satisfaction to Eastern collectivistic cultures, particularly to India. Recent socio-economic changes, unique workforce demographics and a predominantly collectivistic culture make India distinct from western and European countries, where most of the earlier research on understanding the nature, antecedents, and consequences of basic psychological need satisfaction has been conducted. This research provides an important contribution not only to basic psychological need satisfaction theory, but also to international business literature.

To understand the reasons that accounting academics leave the tenure-track academic pipeline.

Survey study was conducted of PhD graduates who left the tenure-track accounting pipeline over a 22-year period.

We located and surveyed accounting PhD graduates who have opted out of the tenure-track. These opt-outs included those who have left academia entirely and those who have moved into non-tenure-track positions. Survey results indicate that dissatisfaction with research expectations is the most significant factor for faculty now employed in non-tenure-track positions. Although there were no gender-related differences in the number of faculty who left the tenure-track but stayed in academia, there were some gender differences in the importance of family-related factors in motivating the move off of the tenure-track.

The study examines the importance of the “push” and “pull” factors associated with changing career paths in academia that have been identified in the literature. The study finds some differences in influential factors between accounting academia and other fields. Sample size is a potential limitation.

The study provides recommendations for PhD program directors and for hiring institutions to help reduce the number of opt-outs.

Retention of qualified faculty who are dedicated teachers improves students’ educational outcomes.

This is the first study to examine factors that drive accounting academics to opt-out of the tenure-track.

The paper attempts to provide an outline account of the development and context of scientific and technical communication during the twentieth century. The main channels and forms of communication are reviewed, and their changing contributions to the overall pattern of information flow. The ever‐increasing volume and diversity of scientific and technical information are emphasised. The paper concludes with some reflections on what may be learnt from this history.

Learning disability nurses are in a prime position to help protect clients from abuse. But current training programmes are not preparing nurses adequately to fulfill this role. This article argues that a shift in organisational culture is required in order to ensure new knowledge is properly integrated with nurses' experience and training needs.