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This paper aims to explore the evolution of a trend in which countries are developing or adopting cybersecurity implementation frameworks that are intended to be used nationally. This paper contrasts the cybersecurity frameworks that have been developed in three countries, namely, Australia, UK and USA.

The paper uses literature review and qualitative document analysis for the study. The paper developed and used an assessment matrix as its coding protocol. The contents of the three cybersecurity frameworks were then scored to capture the degree to which they covered the themes/items of the cybersecurity assessment matrix.

The analysis found that the three cybersecurity frameworks are oriented toward the risk management approach. However, the frameworks also had notable differences with regard to the security domains that they cover. For example, one of the frameworks did not offer guidelines with regard to what to do to respond to attacks or to plan for recovery.

The results of this study are beneficial to policymakers in the three countries targeted, as they are able to gain insights about how their cybersecurity frameworks compares to those of the other two countries. Such knowledge would be useful as decision-makers take steps to improve their existing frameworks. The results of this study are also beneficial to executives who have branches in all three countries. In such cases, security professionals could deploy the most comprehensive framework across all three countries and then extend the deployment in each location to meet country-specific requirements.

The purpose of this paper is to analyze the importance of dispute systems for academic employees and to propose a procedure of voluntary binding arbitration, which would improve governance, promote organizational justice, and reduce litigation.

It is argued that the rationale for arbitration in the educational sphere is even more compelling than in the nonunion industrial workplace because higher education is premised on the concept of shared governance between faculty and administrators. Colleges and universities confront an environment of declining resources, escalating costs, and a consumerist view of education where relations between members of the educational community increasingly resemble market transactions rather than cooperative endeavors.

Given those trends, faculty would benefit from a system of conflict resolution that serves to safeguard professional standards, ensure organizational justice, and provide an effective workplace voice.

As a research agenda, future studies could examine these assumptions by empirically testing and evaluating the contribution and benefit of arbitration in higher education.

Binding arbitration offers a viable means of protecting the interests of faculty and institutions.

This paper offers a case for implementing organizational justice principles in higher education and will be of interest to those in that field.

Diversity, equity and inclusion (DEI) have become prioritized goals of business, such as hiring more women and racial minorities. This study adds to the body of research regarding the value of diversity in organizations by examining the relationship between diversity at the workforce level and the financial performance of the organization. The empirical results of prior research have provided mixed results, finding mainly positive, but also negative, and nonsignificant relationships (Sharma et al., 2020; Vlas et al., 2022). The purpose of this study is to examine the current employment status of women and racial minorities in top US companies, then analyze if a correlation exists between a company’s profit margin and its percentage of women and racial minority employees and managers.

This study examined the top 200 companies in the Fortune 500 companies; these are the largest companies by revenue in the USA. Companies were ranked according to each variable (% of women employees, % of racial minority employees, % of women managers and % of racial minority managers) and then divided into equal quartiles. The mean profit margin for the top quartile was compared with the mean profit margin for the bottom quartile. T-tests were used to determine whether significant differences in profit margin exist between companies. This methodology of comparing top and bottom quartiles was developed in prior studies.

Fortune 200 companies have an average of 40% women and also 40% racial minorities in their workforce. Both women and racial minorities account for a smaller percentage of managers. Women account for 34% of managers, while racial minorities account for 29%. There is a significant positive relationship between profit margin and two of the variables. Companies with 45% or more women managers have a significantly higher profit margin than companies with the lowest percentages of women managers. Companies with 48% or more racial minority employees have a significantly higher profit margin than companies with the lowest percentages of racial minority employees. These findings are in-line with the existing body of research that has found mixed impacts of diversity on firm performance (cf. Hoobler et al., 2018; Leung et al., 2022) and draws attention to the need to consider the impact of gender and racial diversity on firms at various management levels within the firm to better understand the impact that increasing diversity has on firm performance (cf. Curado et al., 2022).

This paper adds to the body of knowledge by assessing the current status of women and racial minorities in top US companies and, then, analyzing if a correlation exists between a company’s profit margin and the number of women and racial minority employees and managers. Findings provide companies with further incentive to maintain DEI as a prioritized goal.

The management of children′s literature is a search for value and suitability. Effective policies in library and educational work are based firmly on knowledge of materials, and on the bibliographical and critical frame within which the materials appear and might best be selected. Boundaries, like those between quality and popular books, and between children′s and adult materials, present important challenges for selection, and implicit in this process are professional acumen and judgement. Yet also there are attitudes and systems of values, which can powerfully influence selection on grounds of morality and good taste. To guard against undue subjectivity, the knowledge frame should acknowledge the relevance of social and experiential context for all reading materials, how readers think as well as how they read, and what explicit and implicit agendas the authors have. The good professional takes all these factors on board.

Despite growing research on school aggression, significant gaps remain in the authors’ knowledge of team aggression, since most studies have mainly explored aggression on the part of students. The purpose of this paper is to focus on understanding the phenomenon of workplace aggression in school teams. Specifically, the purpose of the study was to examine whether team affective conflict in school teams mediates the relationship between team injustice climate (distributive, procedural, and interpersonal injustice climate) and team aggression.

Data were collected from a survey of 43 school teams at different schools using questionnaires.

Results showed that team affective conflict played a role in fully mediating the relationship of team procedural and interpersonal injustice climate to team aggression.

The present results empirically support the notion that workplace aggression can be considered not only an individual phenomenon but also a team phenomenon. Furthermore, it highlights the significance of organizational factors in predicting this phenomenon. The study should serve to encourage principals to reduce the level of team aggression and develop a supportive climate characterized by fair procedures and respect.

A review of the literature also reveals that little investigative effort has been made by scholars to examine aggression on the part of teachers. Evidence for this can be seen in the scarcity of publications on this topic. The current literature’s call to address this issue in schools and at the team level (Fox and Stallworth, 2010) stimulated the present study by highlighting the importance of exploring the contextual factors, rather than the individual ones, responsible for school team aggression.

The keys to effective service recovery are familiar to many throughout industry and academia. Nevertheless, overall customer satisfaction after a failure has not improved, and many managers claim their organizations cannot respond to and fix recurring problems quickly enough. Why does service recovery so often fail and what can managers do about it? This paper aims to address these issues.

The objective is to produce an interdisciplinary summary of the growing literature on service recovery, bringing together what each of the author's domain – management, marketing, and human resources management – has to offer. By contrasting those three perspectives using 141 academic sources, nine tensions between customer, process, and employee recovery are discovered.

It is argued that service recovery often fails due to the unresolved tensions found between the conflicting perspectives of customer recovery, process recovery, and employee recovery. Therefore, successful service recovery requires the integration of these different perspectives. This is summarized in the following definition: “Service recovery are the integrative actions a company takes to re‐establish customer satisfaction and loyalty after a service failure (customer recovery), to ensure that failure incidents encourage learning and process improvement (process recovery) and to train and reward employees for this purpose (employee recovery).”

Managers are not advised to directly address and solve the nine tensions between customer recovery, process recovery, and employee recovery. Instead, concentrating on the underlying cause of these tensions is recommended. That is, managers should strive to integrate service recovery efforts based upon a “service logic”; a balance of functional subcultures; strategy‐driven resolution of functional differences; data‐based decision making from the seamless collection and sharing of information; recovery metrics and rewards; and development of “T‐shaped” employees with a service, not just functional, mindset.

This paper provides an interdisciplinary view of the difficulties to implement a successful service recovery management. The contribution is twofold. First, specific tensions between customer, process and employee recovery are identified. Second, managers are offered recommendations of how to integrate the diverging perspectives.

For many innovative organisations, Industry 4.0 paves the way for significant operational efficiencies, quality of goods and services and cost reductions. One of the ways to realise these benefits is to embark on digital transformation initiatives that may be summed up as the intelligent interconnectivity of people, processes, data and cyber-connected things. Sadly, this interconnectivity between the enterprise information technology (IT) and industrial control systems (ICS) environment introduces new attack surfaces for critical infrastructure (CI) operators. As a result of the ICS cybersecurity risk introduced by the interconnectivity between the enterprise IT and ICS networks, the purpose of this study is to identify the cybersecurity capabilities that CI operators must have to attain good cybersecurity resilience.

A scoping literature review of best practice international CI protection frameworks, standards and guidelines were conducted. Similar cybersecurity practices from these frameworks, standards and guidelines were grouped together under a corresponding National Institute of Standards and Technology (NIST) cybersecurity framework (CF) practice. Practices that could not be categorised under any of the existing NIST CF practices were considered new insights, and therefore, additions.

A CI cybersecurity capability framework comprising 29 capability domains (cybersecurity focus areas) was developed as an adaptation of the NIST CF with an added dimension. This added dimension emphasises cloud computing and internet of things (IoT) security. Each of the 29 cybersecurity capability domains is executed through various capabilities (cybersecurity processes and procedures). The study found that each cybersecurity capability can further be operationalised by a set of cybersecurity controls derived from various frameworks, standards and guidelines, such as COBIT®, CIS®, ISA/IEC 62443, ISO/IEC 27002 and NIST Special Publication 800-53.

CI sectors are immediately able to adopt the CI cybersecurity capability framework to evaluate their levels of resilience against cyber-attacks, given new attack surfaces introduced by the interconnectivity of cyber-connected things between the enterprise and ICS levels.

The authors present an added dimension to the NIST framework for CI cyber protection. In addition to emphasising cryptography, IoT and cloud computing security aspects, this added dimension highlights the need for an integrated approach to CI cybersecurity resilience instead of a piecemeal approach.