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This paper investigates the dynamics between state affect and trusting cognitive beliefs on post-adoptive information technology (IT) use behaviors in the form of intention to explore and deep structure usage. That state affect can influence behaviors is recognized in practice. In fact, some studies examine the impact of affective constructs, but the way state affect impacts how individuals use IT remains largely unexplored. The authors theorize that state affect, in the form of positive and negative affect, will influence trusting cognitive beliefs regarding an IT artifact (in terms of perceived helpfulness, capability and reliability) and, more importantly, directly influence intention to explore and deep structure usage.

The authors test the model using a sample of 357 IT users. Survey items were derived from established measures, and the data were analyzed using structural equation modeling.

Results of this study suggest that positive affect and negative affect impact trusting cognitive beliefs. Trusting cognitive beliefs positively impact intention to explore with an IT and deep structure usage of an IT. Even in the presence of trusting beliefs, though, positive affect directly impacts intention to explore. Positive affect and negative affect both also have various indirect, mediated effects on intention to explore and deep structure usage.

In order to maximize value from workplace IT, the results suggest managers foster an authentic, positive work environment in order to harness or redirect employees' emotional energies.

The purpose of this paper is to understand the experiences of acquired brain injury (ABI) family caregivers who attended an acceptance based group intervention.

A qualitative design and interpretative phenomenological analysis methodology were used.

Five key themes were identified: increasing personal awareness; the dialectic of emotional acceptance vs emotional avoidance; integration of acceptance and commitment therapy (ACT) principles; peer support; and moving forward after the group. It seemed that some individuals found the ACT exercises distressing, whereas others reported benefits. All participants described experiences of acceptance vs avoidant means of coping, and attempts to integrate new approaches into existing belief systems.

This study is the first to explore the experiences of ABI caregivers undertaking an ACT group intervention.

Building on work that explores the relationship between individual beliefs and ability to recognize discrimination (e.g., Kaiser and Major, 2006), we examine how an adherence to beliefs about gender essentialism, gender egalitarianism, and meritocracy shape one’s interpretation of an illegal act of sexual harassment involving a male supervisor and female subordinate. We also consider whether the role of the gendered culture of engineering (Faulkner, 2009) matters for this relationship. Specifically, we conducted an online survey-experiment asking individuals to report their beliefs about gender and meritocracy and subsequently to evaluate a fictitious but illegal act of sexual harassment in one of two university research settings: an engineering department, a male-dominated setting whose culture is documented as being unwelcoming to women (Hatmaker, 2013; Seron, Silbey, Cech, and Rubineau, 2018), and an ambiguous research setting. We find evidence that the stronger one’s adherence to gender egalitarian beliefs, the greater one’s ability to detect inappropriate behavior and sexual harassment while gender essentialist beliefs play no role in their detection. The stronger one’s adherence to merit beliefs, the less likely they are to view an illegal interaction as either inappropriate or as sexual harassment. We account for respondent knowledge of sexual harassment and their socio-demographic characteristics, finding that the former is more often associated with the detection of inappropriate behavior and sexual harassment at work. We close with a discussion of the transferability of results and policy implications of our findings.

Records management was identified as an emerging research theme in the last Research Assessment Exercise return from the School of Information Studies, University of Northumbria at Newcastle. This article examines how, since then, the School has approached developing its research profile in records management and highlights issues applicable to other researchers in the subject area within the UK. The School’s medium to long term strategy for records management research is presented

This chapter examines the relative absence of critique in inclusive education research, policy and practice, and in education more generally – and consider the consequences of doing without critique. It responds to Bruno Latour's (2004, p. 243) urgent call for progress towards “a fair position” and for the development of “new critical tools” to work positively and constructively towards social change. The potential for criticality is explored in relation to disability studies, disability arts and children's perspectives. Each of these sources is evaluated in terms of their affordance of criticality and for their potential to mobilise political action. They are also considered in relation to the epistemological shifts and altered power relations that are necessary to create an inclusive educational environment.

This study aims to contribute novel insights into understanding and mitigating the harmful consequences of abusive supervision (AS) by examining the association between AS experiences, revenge, forgiveness, and the moderating role of emotional intelligence (EI). The key argument is that employees' EI can influence the AS experience through affective processes, countering supervisors' abusive behaviors.

A between-person scenario-based experiment was conducted with 366 participants divided into AS and control groups. The study explored the association between AS experience and revenge/forgiveness, mediated by core affect (valence and activation). EI abilities were measured as a moderator. Data analysis examined the relationships and interactions among AS, revenge/forgiveness, EI, and affective experiences.

The study reveals significant findings indicating that AS experiences were positively associated with revenge and negatively associated with forgiveness. The mediation analysis confirmed the role of core affect in these relationships. EI emerged as a moderator, shaping the association between AS experiences and revenge/forgiveness. Importantly, participants with higher EI exhibited lower revenge intentions, demonstrating the potential of EI to mitigate the adverse effects of AS. Unexpectedly, individuals with high EI also expressed fewer forgiveness intentions.

This study provides a comprehensive understanding of how employees can effectively counterbalance the impact of AS through higher levels of strategic EI. Examining core affect as a mediator offers novel insights into coping mechanisms in response to AS experiences and their consequences.

The study acknowledges several limitations, as the scenarios may only partially capture the complexities of real-life AS situations. The focus on a specific context and the sample characteristics limit the generalizability of the findings. Future research should explore diverse organizational contexts and employ longitudinal designs.

The findings have practical implications for organizations as enhancing employees' EI skills through training programs interventions and integrating EI into organizational culture and leadership conduct.

The purpose of this paper is to report on a seminar sponsored by the Academy of Management's Gender in Management Special Interest Group, which comprised discussions on aspects of diversity policy, initiatives, and programme development within Bank of Scotland, National Australia Group UK, and BBC Scotland, and also academic and industry presentations.

The report is based upon observations, notes and discussions on a range of issues relating to diversity in organisations.

The seminar highlighted practitioner perspectives of diversity management – both for staff development and for the development of a customer base in the case of banks, by actively encouraging business from female entrepreneurs and by aiming to make mainstream financial products appropriate for both female and male customers.

This report brings together a number of interesting and important themes linked to improvements in female recruitment and development.

Fables, poems, novels—these sure aren't your ordinary business books. Here's a look at the new trend in strategic fiction.

This chapter traces the shift of many progressive educators from a general faith in special education to the more recent push for democratic and ethical inclusive education. This chapter examines the critical scholarship that propelled many educators away from systems of special education and into the inclusive education movement. Two phases in the development of inclusive education are described, an initial failed attempt often described by researchers as “integration,” and the current social movement building toward a more genuine social transformation of classrooms and schools.