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Previous research indicates that unfavorable feedback, even unfavorable feedback provided for developmental purposes only, is not perceived as useful, results in negative reactions and is not associated with a recipient's willingness to change his or her behavior. This study examined the extent to which contextual variables mitigate these unwanted effects of developmental unfavorable feedback. Results indicate that employees are more motivated to improve their job performance based on unfavorable feedback when the feedback source is perceived to be credible, the feedback is of high quality and the feedback is delivered in a considerate manner.

The purpose of this research paper was to examine the construct of accountability and its impact leadership development initiative in an upward feedback framework. Previous research has suggested that accountability may be an important moderator of the relationship between upward feedback and self‐development. However, there has been little research examining the construct of accountability and this study sought to modify that.

Within the context of upward feedback the present study examined the impact of two contextual antecedents of accountability (LMX and feedback environment) and self‐development initiative as an outcome of accountability in a path model framework. Survey methodology was used to assess the constructs of interest and the results were analyzed with regression‐based path modeling.

The results indicate the path model was partially supported by the data: the feedback environment and LMX were related to accountability and accountability was related to self‐development initiative.

Limitations of this study include the self‐report methodology and relatively small sample size.

The current study was unique in that it examined manager's perceptions of accountability for using upward feedback. Managers who utilize upward feedback for self‐development are role models for subordinates and others, potentially contributions to a favorable feedback environment.

Global virtual teams (GVTs) – composed of members in two or more countries who work together primarily using information and communication technologies – are increasingly prevalent in organizations today. There has been a burgeoning of research on this relatively new organizational unit, spanning various academic disciplines. In this chapter, we review and discuss the major developments in this area of research. Based on our review, we identify areas in need of future research, suggest research directions that have the potential to enhance theory development, and provide practical guidelines on managing and working in GVTs.

The Internet, and in particular the World Wide Web, is growing at a remarkable rate. It is already a significant channel for information distribution and looks set to become a universal medium. A demonstration of how a local newspaper might use this medium was developed for inclusion in a seminar, taking advantage of the fact that most local newspapers already use electronic means of text and graphic manipulation in their production. This paper describes the process from the point at which articles and graphics were supplied electronically by the UK's Loughborough Echo through to their inclusion in Web pages, and their eventual display via a Web browser to readers on the Internet. It looks critically at how this process might be embedded in the normal production of a local newspaper and discusses the likely content, readership, publishers' motivation and the future of such a process.

Disabled women are reported to be between twice and five times more likely to experience sexual violence than non-disabled women or disabled men; when these are hate crimes they compound harms for both victims and communities.

This user-led research explores how disabled and Deaf victims and Survivors most effectively resist the harm and injustice they experience after experiencing disablist hate crime involving rape.

Feminist standpoint methods are employed with reciprocity as central. This small-scale peer research was undertaken with University ethics and supervision over a five year period. Subjects (n=522) consisted of disabled and Deaf victims and Survivors in North of England.

The intersectional nature of violence against disabled women unsettles constructed macro binaries of public/private space violence and the location of disabled women as inherently vulnerable. Findings demonstrate how seizing collective identity can usefully resist re-victimization, tackle the harms after disablist hate crime involving rape and resist the homogenization of both women and disabled people.

The chapter outlines inequalities in disabled people’s human rights and recommends service and policy improvements, as well as informing methods for conducting ethical research.

This is perhaps the first user-led, social model based feminist standpoint research to explore the collective resistance to harm after experiencing disablist hate crime involving rape. It crossed impairment boundaries and included community living, segregated institutions and women who rely on perpetrators for personal assistance. It offers new evidence of how disabled and Deaf victims and Survivors can collectively unsettle the harms of disablist hate crime and rape and achieve justice and safety on a micro level.

Artificial intelligence (AI) is a rapidly growing frontier. One promising area for AI is its potential to assist sales managers in providing salesperson feedback. Despite this promise, little work has been done within the business-to-business (B2B) sales domain to investigate the potential impact of AI feedback on critical sales outcomes. The purpose of this research is to explore these issues and respond to calls in the literature to determine how AI can enhance salesperson adaptability and performance.

Survey data from a sample of 246 B2B salespeople was used to test the conceptual model and research hypotheses. The data were analyzed using partial least squares structural equation modeling (PLS-SEM).

The findings provide broad support for the model. An AI-feedback rich environment and salesperson feedback orientation predicted perceived accuracy of AI feedback which, in turn, strengthened intentions to use AI feedback. These favorable reactions to AI feedback positively related to adaptive selling behaviors, and adaptive selling behaviors mediated the relationships between intentions to use AI feedback and organizational commitment, as well as sales performance. Contrary to expectations, it did not mediate the relationship between intentions to use AI feedback and job satisfaction.

The managerial implications of this study lie in explaining practical considerations for the implementation and use of AI feedback in the sales context.

This study extends literature on technology adoption, performance feedback and the use of AI in the B2B sales domain. It offers practical insight for sales managers and those responsible for implementing AI solutions in sales.

The guest‐editors of the first Special Issue on E‐Collaboration provide an introduction to the issue. E‐collaboration is broadly defined as collaboration among individuals engaged in a common task using electronic technologies. A brief history of the evolution of e‐collaboration technologies is offered along with a discussion of research in the area. The paper concludes with a brief review of the contributions to the Special Issue and a look at one important future challenge for e‐collaboration researchers, the challenge of theoretical summarization.

The purpose of this research is so that project managers can use a systemic approach to prioritizing the risks of outsourcing including an understanding of the external factors that could affect the prioritization.

A survey was designed by the authors and distributed to 2,500 outsourcing professionals from different organizations and the hypotheses were tested using the data from these surveys. The logic for forming the hypothesis is discussed for each hypothesis and so are the demographics of the respondents

External factors such as the type of technology involved, type of market targeted, location of outsourcing and the amount of experience the outsourcing professional had, did affect the prioritization of the outsourcing risks. Furthermore, trends were identified among the ranking of the outsourcing risks.

One of the constraining factors of this research, as in the majority of empirical research initiatives, was the limited sample size, which could potentially affect the rating. An increased sample size could have also provided the researchers with a more detailed insight into the interrelationships between the various outsourcing risks.

For the first time, the outsourcing risks have been prioritized using a systemic approach. The systemic approach has been used in the financial industry while analyzing risk but the authors have applied it to prioritization of outsourcing risks. This includes understanding the interrelationships between the risks and also the effect that external factors can have on the prioritization of those risks.