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This paper provides an insightful perspective to the common problem facing many global leadership educators across the U.S.: helping students understand “global leadership” while they sit in U.S. classrooms. The instructor of an undergraduate leadership course addressed this problem by recreating for U.S. students in local “cultural groups” a “culture shock” similar to that experienced by expatriates in foreign cultures. The culture shock experience is important for cross-cultural leadership development because culture shock produces challenges of uncertainty, anxiety and stress similar to those challenges needed to be overcome by an effective cross- cultural leader. The author discusses course structure and design (i.e. experiential-reflection project utilizing participant observation to write multi-stage report) along with student feedback, illustrating that teaching global, cross-cultural leadership can start in one’s backyard.

This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship.

An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship.

The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE.

The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics.

This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

Many jurisdictions fine illegal cartels using penalty guidelines that presume an arbitrary 10% overcharge. This article surveys more than 700 published economic studies and judicial decisions that contain 2,041 quantitative estimates of overcharges of hard-core cartels. The primary findings are: (1) the median average long-run overcharge for all types of cartels over all time periods is 23.0%; (2) the mean average is at least 49%; (3) overcharges reached their zenith in 1891–1945 and have trended downward ever since; (4) 6% of the cartel episodes are zero; (5) median overcharges of international-membership cartels are 38% higher than those of domestic cartels; (6) convicted cartels are on average 19% more effective at raising prices as unpunished cartels; (7) bid-rigging conduct displays 25% lower markups than price-fixing cartels; (8) contemporary cartels targeted by class actions have higher overcharges; and (9) when cartels operate at peak effectiveness, price changes are 60–80% higher than the whole episode. Historical penalty guidelines aimed at optimally deterring cartels are likely to be too low.

This study aims to recognize the challenge of identifying deceptive information and provides a framework for thinking about how we as humans negotiate the current media environment filled with misinformation and disinformation.

This study reviews the influence of Wilson’s (2016) General Theory of Information Behavior (IB) in the field of information science (IS) before introducing Levine’s Truth-Default Theory (TDT) as a method of deception detection. By aligning Levine’s findings with published scholarship on IB, this study illustrates the fundamental similarities between TDT and existing research in IS.

This study introduces a modification of Wilson’s work which incorporates truth-default, translating terms to apply this theory to the broader area of IB rather than Levine’s original face-to-face deception detection.

False information, particularly online, continues to be an increasing problem for both individuals and society, yet existing IB models cannot not account for the necessary step of determining the truth or falsehood of consumed information. It is critical to integrate this crucial decision point in this study’s IB models (e.g. Wilson’s model) to acknowledge the human tendency to default to truth and thus providing a basis for studying the twin phenomena of misinformation and disinformation from an IS perspective. Moreover, this updated model for IB contributes the Truth Default Framework for studying how people approach the daunting task of determining truth, reliability and validity in the immense number of news items, social media posts and other sources of information they encounter daily. By understanding and recognizing our human default to truth/trust, we can start to understand more about our vulnerability to misinformation and disinformation and be more prepared to guard against it.

The purpose of this article is to suggest that doctoral student socialization is a gendered process.

This article uses a qualitative case study methodology, studying engineering students in one university department.

The author considers how various norms and practices, including competition and hierarchy along with overt objectification of women, point to the masculine nature of the discipline.

Although stage models of socialization are helpful in that they provide an outline of students’ various tasks as they progress through their doctoral programs, they can account neither for the culture of disciplines nor for the identities of students who populate them. The author suggests that students in engineering are prepared to embrace competition and hierarchy, norms that point to a gendered disciplinary culture. Although, certainly, particular interests will lead students to pursue different majors, the discipline serves to reinforce culture.

Within the expansive body of literature on knowledge management, very little research is found that examines the use of teams as a sub‐process for knowledge management. This article addresses this limitation by seeking to provide a theoretical framework that examines the similarities between the benefits of incorporating teams into the workplace and incorporating knowledge management principles. Recognizing that knowledge management has several critical dimensions, the framework that ties workplace teams to each of these knowledge management dimensions is built. Knowledge management and teams in the workplace are viewed at the individual, team and organizational level of analysis.

This is a conceptual paper that reviews current literature on teams and matches the functions of teams to those of knowledge management critical dimensions as outlined by Argote et al. knowledge management context and knowledge management outcomes.

The deficit in current literature is identified by placing teams as a sub‐process for knowledge management. Additionally, the benefits teams can have on an organization within the knowledge management process are identified.

The research contributes to the field by offering a framework that can serve to further the research on utilizing teams as a sub‐process to knowledge management. Teams are identified as a sub‐process to the knowledge management process within an organizational framework.

This article illustrates through word, image and design the back-and-forth exchange characteristic of Project Oriented Semantic Trading (POST) Cards, a game-based professional learning ritual relevant to educators’ problems of practice. In describing the iterative designs and features of POST Cards, this article intentionally depicts alternative means of narrative and scholarship via imaginative, playful and visual (re)presentation.

Both POST Cards and this inquiry use a design-based process driven by theory about play, intended to improve education practice, and iteratively co-created with participants. As an annotated and dialogical worked example, this representation of game play moves beyond the monolithic medium of printed text. With the intention to provoke discussion about the content and configuration of inquiry, this article traces the literal and figurative tradeoffs associated with the development and play of POST Cards.

In surveying the design and enactment of POST Cards across two iterations, and a related Quote Cards mutation, three design principles are relevant to fostering greater playfulness in higher education: embrace the inevitability of tradeoffs, invite players to co-create new features and iterations, and create conditions whereby everyday rituals and social practices are transformed into improvisational and discursive play.

As an annotated narrative constructed in the form and spirit of POST Cards, this inquiry is notable for presenting an experimental form of multimodal literacy and also for revealing how higher education settings and practices may be designed as playgrounds upon which to render visionary, risky and expressive approaches to game-based collaboration and creative scholarship.

High-quality nursing home (NH) care has long been a challenge within the United States. For decades, policymakers at the state and federal levels have adopted and implemented regulations to target critical components of NH care outcomes. Simultaneously, our delivery system continues to change the role of NHs in patient care. For example, more acute patients are cared for in NHs, and the Center for Medicare and Medicaid Services (CMS) has implemented value payment programs targeting NH settings. As a part of these growing pressures from the broader healthcare delivery system, the culture-change movement has emerged among NHs over the past two decades, prompting NHs to embody more person-centered care as well as promote settings which resemble someone's home, as opposed to institutionalized healthcare settings.

Researchers have linked culture change to high-quality outcomes and the ability to adapt and respond to the ever-changing pressures brought on by changes in our regulatory and delivery system. Making enduring culture change within organizations has long been a challenge and focus in NHs. Despite research suggesting that culture-change initiatives that promote greater resident-centered care are associated with several desirable patient outcomes, their adoption and implementation by NHs are resource intensive, and research has shown that NHs with high percentages of low-income residents are especially challenged to adopt these initiatives.

This chapter takes a novel approach to examine factors that impact the adoption of culture-change initiatives by assessing knowledge management and the role of knowledge management activities in promoting the adoption of innovative care delivery models among under-resourced NHs throughout the United States. Using primary data from a survey of NH administrators, we conducted logistic regression models to assess the relationship between knowledge management and the adoption of a culture-change initiative as well as whether these relationships were moderated by leadership and staffing stability. Our study found that NHs were more likely to adopt a culture-change initiative when they had more robust knowledge management activities. Moreover, knowledge management activities were particularly effective at promoting adoption in NHs that struggle with leadership and nursing staff instability. Our findings support the notion that knowledge management activities can help NHs acquire and mobilize informational resources to support the adoption of care delivery innovations, thus highlighting opportunities to more effectively target efforts to stimulate the adoption and spread of these initiatives.

The purpose of this paper is to examine the influence of board gender diversity on the transparency of corporate political disclosure (CPD).

Two empirical proxies, CPD transparency and policy transparency, are constructed from a data set jointly produced by the Center of Political Activity and the Carol and Lawrence Zicklin Center for Business Ethics Research. The CPD transparency score measures the level of transparency in voluntary corporate disclosure of the amount of political contributions and the identity of the recipients as well as the titles and names of the executives who authorize the political spending. The policy transparency score measures the level of transparency in the voluntary disclosure of the policies governing corporate political spending. Board gender diversity is measured by the percentage of women on the board of directors.

Higher proportions of female directors are associated with more transparent disclosure of political contributions after controlling for a set of corporate governance and firm-level variables.

This study is the first to examine whether and how gender-diversified boards enhance the transparency of CPD. It contributes to the literature by providing evidence that gender-diversified boards enhance corporate governance.

The C3 Framework is a recent example in a long history within the field of social studies education of efforts to engage teachers and students in inquiry-oriented teaching and learning. While there is some research regarding the efficacy of the inquiry design model (IDM) of the C3 Framework, few studies have sought to engage social studies teachers as coresearchers as they integrate the framework. This study addressed a persistent divide between the theory and practice of integrating inquiry in the social studies.

In this study, a classroom teacher and a university-based researcher conducted a hybrid action research study to understand the instructional shifts that occur as the C3 Framework is fully implemented into instruction.

Based on the findings, the authors present a theory of action to highlight key opportunities to shift instruction, while also acknowledging the factors that might mitigate those shifts. In particular, the authors focus on teacher decision-making and contextual factors that allow for and hinder the full integration of inquiry.

This study is unique in developing a hybrid action research/qualitative case study that provides insider knowledge related to improving social studies teaching and learning.