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The purpose of this paper is to examine the effect of acquaintance on performance rating accuracy and halo.

After expert ratings were obtained, US Air Force Officers (n=104) with an average of six years experience rated the performance of four officers who delivered 6‐7 minute briefings on their research projects; 26 raters reported being acquainted with one or more of the briefers. Raters were randomly assigned to use a rating format designed to encourage between‐ratee comparisons on each dimension or a format in which each ratee was separately rated on all dimensions.

Ratings made by acquainted raters were more accurate than ratings by unacquainted raters. Accuracy was positively correlated with halo for both sets of ratings. Rating format had no discernible effect on accuracy or halo.

One limitation of this study is that the measure of acquaintance was not designed as a surrogate for familiarity. Development of a multi‐item, psychometrically‐valid measure of acquaintance should be the first step in pursuing this research. The use of a laboratory design where only a small percentage of the sample was acquainted with those being rated also limits the study's generalizability.

The results show that prior acquaintance with the ratee results in more accurate ratings. Ratings were also more positive when raters had prior contact with the person they rated.

The hypothesis is that the cognitive processes used to produce ratings are different for raters who have had no prior contact with a ratee and raters who are in some manner acquainted with a ratee. In the past, a positive halo effect from acquaintance between raters and ratees has been a concern. However, this limited study indicates that acquaintance may actually result in more accurate ratings.

Self-neglect is a public health concern that can manifest as failure to provide oneself adequate food, water, clothing, shelter, personal hygiene, medication or safety precautions. This paper sought to inform federal policy and research priorities regarding effective strategies to detect, prevent and address self-neglect. This study aims to inform federal policy and research priorities regarding effective strategies to detect, prevent, and address self-neglect.

The authors conducted a rapid review of self-neglect literature and interviews with five national subject matter experts to inform federal policy and research priorities.

This study identified gaps in the literature and several approaches and numerous challenges to preventing, identifying and addressing self-neglect. The lack of a nationally accepted definition of self-neglect, a dearth of longitudinal studies which has limited research on self-neglect etiology and trends, and limited development and validation of screening tools, are among the challenges.

Findings indicate that comparisons of self-neglect definitions, and longitudinal studies of self-neglect by subpopulations, are needed areas of future research. Issues for policy consideration include national self-neglect data collection and reporting requirements.

This study synthesizes recent literature on self-neglect, highlights gaps in the literature on self-neglect and points toward federal policy priorities for advancing effective strategies to detect, prevent and address self-neglect.

In order to respond to the many challenges that confront them, organizations must assist their leaders to develop their personal and professional strengths. The development of leaders and leadership involves more than just the development of knowledge and must become an integral part of the organizational culture so as to also develop know-how and soft skills. Accordingly, programs have been created that are based on collaborative learning and the contextualization of the various issues demanding resolution, all with a view to developing leadership capable of surpassing the limitations of current management methods. To demonstrate how these programs can influence leadership, this article proposes a theoretical review of leadership, viewed as an ongoing process and then presents three proven development programs: coaching, mentoring and action learning.

The purpose of this paper is to investigate whether job meaning and job autonomy moderate the relationship between emotional stability and organizational citizenship behavior.

In total, 190 supervisor-subordinate dyads completed three surveys. Linear and curvilinear analyses were used to assess the data.

Results indicate emotionally stable individuals are more likely to perform OCBOs in low autonomy and/or low job meaning situations than are employees low in emotional stability. Conversely, individuals who have high autonomy and/or high meaning jobs are likely to engage in OCBOs regardless of personality.

As a survey-based research study, causal conclusions cannot be drawn from this study. Results suggest future research on the personality-performance relationship needs to more closely consider context and the potential for curvilinear relationships.

Managers should note that personality may significantly affect job performance and consider placing individuals in jobs that best align with their personality strengths.

This study sheds light on factors which may have led to erroneous conclusions in the extant literature that the relationship between personality and performance is weak.

Communication technicians are engaged in electronic public relations activities such as producing e‐mail newsletters, setting up teleconferences, creating Web pages, and generating electronic press releases. This paper explores how and why communication managers should use computer‐based technology and new media. The concept of cyberbridging is introduced, whereby communication managers can use electronic communication technologies (eg, the Internet, WWW and on‐line databases) to conduct environmental scanning and informal and evaluation research. Through cyberbridging activities, communication managers gain power, connect with the dominant coalition, and have input to an organisation's broader decision‐making processes. The linkages with the dominant coalition and improved relationships with key publics result in greater organisational effectiveness.

This paper aims to present a novel framework for an artificial intelligence (AI)-powered Employee Experience Management (EXM) platform that addresses strategic HR concerns such as employee engagement, personal and professional development and job satisfaction.

This paper conducted a comprehensive study of the applications of AI technology in HR management and workforce development between 2020 and 2023. The study results were then contextualized in the context of EXM to identify an innovative employee-centered framework.

This paper presents a novel framework comprising three essential elements: advanced sentiment analytics, context-sensitive career crafting and augmented mentorship. These elements are introduced with the purpose of enhancing the employee experience by leveraging AI technology to provide personalized support.

This paper presents possibilities and priorities in designing the next generation of EXM platforms. Furthermore, this paper offers criteria for evaluating and selecting emerging EXM technologies to guide organizations in adopting future EXM platforms.

Based on fifteen years of data on the annual Academy of International Business (AIB) best dissertation Farmer Award finalists, we find that these dissertations were done at a range of North American universities. Interestingly, dissertation topics differed from the topics covered in the three top IB journals with five‐sixths of the topics in management, organization, economics, or finance and two‐thirds set in a single country or region (U.S., Japan, North America, and Western Europe). Survey research is the most common methodology but analysis of secondary data is growing. As expected, the finalists are on average an extraordinarily prolific group.

This paper aims to examine the importance of celebrity brands in influencing consumer perceptions of celebrity authenticity, which drives positive consumer attitudes and intentions. In addition, the notion of low-celebrity investment is investigated as a factor that diminishes the positive outcomes associated with celebrity brands.

Study 1 examines the effect of brand situation (endorsement versus celebrity brand) on consumer attitudes and intentions. Studies 2 and 3 investigate the role of celebrity authenticity in explaining the effects observed in Study 1. Study 4 examines celebrity investment as a bound of the phenomenon.

Study 1 demonstrates that consumers report heightened attitudes and intentions towards celebrity brands when compared to endorsements. Studies 2 and 3 provide evidence that authenticity explains the effects observed in Study 1. Results of Study 4 show that when consumers are aware of low-celebrity investment, the celebrity is viewed as inauthentic regardless of brand situation.

This research is limited as it focuses only on known celebrity endorsers who were matched with products that had a high level of fit. In addition, purchase intentions were measured as opposed to the study of actual purchase behaviour.

This research has important implications for the development of endorsements and celebrity brands by demonstrating that consumers view celebrities as authentic when they are involved with brands for reasons other than monetary compensation.

This research shows that consumers have heightened attitudes and intentions towards celebrity brands compared to endorsements. This research identifies celebrity authenticity as the process underlying the observed phenomenon. However, celebrity investment is identified as a boundary condition demonstrating that knowledge of low investment results in a celebrity being viewed as inauthentic.

The value of branding as an effective part of a company's marketing strategy is changing as the needs of the consumer has changed. The purpose of this paper is to identify these changes and to prescribe specific modifications that should be made to the brand and its implementation.

To better understand the evolving consumer a anthropological approach was employed. A variety of recent studies were considered and it was determined that today's consumer has three prominent needs: knowledge, authenticity, and personal experiences. The paper posits that creating positive experiences, via knowledge and authenticity, represents the next evolutionary phase of brand success.

Based on this new perspective on branding, the paper offers the following recommendations to brand managers and CMOs: discern the nature of the relationship customers want with the brand; position brand managers as spiritual leaders; speak to the end‐user through experiences and metaphors; create a master narrative that reflects the company's core value and is operationalized through the brand; apply the paradox of transparency; build your brand from the inside out, by encouraging employees to be advocates; and examine your current and desired brand personality.

The recommendations and examples of implementation offer the brand manager a roadmap to success. Although these changes would require the support of top management, the benefits are apparent.

It is critical that brand managers both understand and embrace the changes that are occurring within the consumer sector of society. More importantly, these managers must develop strategic and sound principles and practices that respond to these changes. This paper identifies these changes and offers solutions.

WE look before and after at the beginning of 1951. The three cardinal dates in the history of the public library movement—which is only the larger part of the national library service—were 1850 which saw the legal origin of the movement; 1919 when it was set free from the enforced poverty of sixty‐nine years, and 1950 when it reached what until today was its veritable apotheosis. General recognition, such as authority from the Crown to the humblest journal gave to public libraries, was something undreamed of not more than thirty years ago. Perhaps, now that some of the splendour of the commemoration has taken more sober colours, it is well to consider what was gained by it. First, the recognition is there and can scarcely be belittled by anyone hereafter; we stand on a somewhat different platform now. We have the extremely valued recognition of our colleagues from libraries overseas. From these advantages all libraries and not only public libraries will in their own way profit.