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Today higher education in the USA is faced with rising enrollment demands. As a means of efficiently and creatively meeting graduate education needs, universities are collaborating on doctoral programs. In California, although the sole authority for granting doctorates in the public sector belongs to the University of California (UC), joint doctoral programs may be developed between UC and the California State University (CSU), and between CSU and independent private universities. Currently there are 16 joint doctoral programs in existence in California. Development and implementation of these joint programs frequently involve lengthy, complex collaborations between universities. In order to gain an understanding of the challenges and factors that influence universities’ collaborations on joint doctoral programs, a study was conducted in spring 2000 using interviews with 14 university leaders. The article discusses several critical issues and factors that were found to influence effective collaborative planning and implementation of joint doctoral programs.

The purpose of this paper is to use the case of white immigrant women domestics’ experiences in migration to demonstrate that their work experiences are different due to their whiteness. While their racial identity provides them with white privileges, they still face discrimination based on their occupational and immigrant statuses. The case study adds to existing literature on domestic service.

The case study is based on several years of ethnographic work. The author conducted in‐depth interviews with Polish immigrant women and white female employers. The author also held focus groups with Polish women.

White immigrant women from Poland do not automatically assume the white racial identity in the USA. Their whiteness is constructed and reinforced through their interactions with their white female employers. Their whiteness renders their experiences different from racial minority women and immigrant women of color. However, Polish domestics construct their positive work identity to counteract the negative images about them and domestic service as an occupation.

The main limitation the author sees is that the author could have conducted interviews with Mexican immigrant women to compare the differences in terms of their working conditions.

While Polish domestics seem to have better experiences than other groups of immigrant women, domestic workers are excluded from the labor law. They are thus without the protection of labor law. It is important for us to work for the right of immigrant workers to eradicate the inequality in society.

This case shows that the transnational labor migration contributes to further inequality in society since it is usually the migrant workers who take up the low skilled or unskilled work that has few possibilities for promotion and has few benefits. The government needs to address the transnational migration process and the exploitation of migrant workers ensuing from the process.

Polish immigrant women are a unique group of women mainly because they are among the few white women who perform domestic service. Their experiences are different from racial minority women and immigrant women of color. Merging the whiteness approach and domestic service is an innovative approach.

Additive manufacturing (AM) can reduce the process supply chain and encourage manufacturing innovation in remote or austere environments by producing an array of replacement/spare parts from a single raw material source. The wide variety of AM technologies, materials, and potential use cases necessitates decision support that addresses the diverse considerations of deployable manufacturing. The paper aims to discuss these issues.

Semi-structured interviews with potential users are conducted in order to establish a general deployable AM framework. This framework then forms the basis for a decision support tool to help users determine appropriate machines and materials for their desired deployable context.

User constraints are separated into process, machine, part, material, environmental, and logistical categories to form a deployable AM framework. These inform a “tiered funnel” selection tool, where each stage requires increased user knowledge of AM and the deployable context. The tool can help users narrow a database of candidate machines and materials to those appropriate for their deployable context.

Future work will focus on expanding the environments covered by the decision support tool and expanding the user needs pool to incorporate private sector users and users less familiar with AM processes.

The framework in this paper can influence the growth of existing deployable manufacturing endeavors (e.g. Rapid Equipping Force Expeditionary Lab – Mobile, Army’s Mobile Parts Hospital, etc.) and considerations for future deployable AM systems.

This work represents novel research to develop both a framework for deployable AM and a user-driven decision support tool to select a process and material for the deployable context.

The purpose of this paper is to examine the trends in accounting-education publications and the influence of journal rankings for authors from Australia, Canada, New Zealand and the UK.

The authors included the publications in ten accounting-education journals for the 20-year period from 1993 to 2012.

The data provide insights into the perceptions of accounting-education journals by authors from four countries. The authors found that, while the use of Accounting Education as a publication outlet for accounting authors from Australia and the UK was relatively stable, the use of Accounting Education as a publication outlet increased (decreased) for the accounting authors from New Zealand (Canada). The authors also found that, while coauthoring by the accounting authors from Australia and the UK increased slightly, coauthoring by the accounting authors from Canada and New Zealand increased during the 20-year period.

The data suggests a tendency by the authors from these four countries to publish their accounting-education research in journals that had been ranked as a top accounting journal.

This paper is the first paper to consider trends in international accounting-education publications. The data in this research can be used by accounting faculty wishing to assess which journals their colleagues publish in most frequently.

This paper aims to investigate how futures concepts may further existing regenerative sustainability thinking.

This paper reviews existing regenerative fields, including regenerative design, regenerative development and regenerative sustainability as alternatives to conventional sustainability practice. It considers futures concepts that may deepen regenerative thinking and practice to develop a regenerative futures conceptual model.

This paper demonstrates how regenerative fields and futures studies have the capacity to reciprocally inform one another and builds upon this relationship through the development of a regenerative futures conceptual model.

This paper makes a number of theoretical contributions. First, it demonstrates how regenerative fields and futures thinking may reciprocally inform one another and, subsequently, enrich regenerative practice. Second, by drawing from futures thinking, it questions and ultimately lengthens notions of reality and time from a regenerative perspective. Finally, through the proposal of a regenerative futures conceptual model, it offers an alternative lens to analyse human behaviours and their associated impacts. In this way, it introduces a theoretical model that is focused on deep individual and collective transformation and a starting point for future research and refinement.

This paper will examine Heidegger’s conditions for Dasein (human being) discovering its authenticity through acting in the world in such a way as to create meaning for itself through its relation to itself, others and the world. (I will follow Heidegger’s convention of using the third person singular neuter pronoun form when referring to Dasein.) First, we will consider the relevancy of Heidegger’s existential analysis and investigation of technology in the information age. We will then discuss structures of being in the world and examine inauthentic and authentic modes of being. Next, we will consider three modes of “fallenness” that prevent Dasein from realizing a meaningful relationship to itself, others, and the world, and how the World Wide Web contributes to these conditions. Finally, four principles for authentic being with the Web are proposed and discussed.

The purpose of this study is to broaden an understanding of women's perceptions regarding advancement potential/barriers to success in upper echelon corporate roles in the S&P 500 in connection with understanding 21st-century family dynamics, rather than addressing gender in isolation.

Data collection in this study is based on semi-structured phone interviews with 13 women who have been identified by organizational leadership in an S&P 500 company as having high advancement potential. The results are evaluated using interpretive phenomenological analysis.

Participants' responses support existing research showing that women feel more responsible than their male counterparts for subordinating their career prospects to those of their male partners. Further, participants express that work–life and work–family balance constitute problematic barriers to advancement and often lead them to “choose” to slow-track career advancement and to avoid advancement opportunities. This choice narrative propagates women's perceptions that barriers to advancement are self-imposed. Participants viewed the extreme work model as inevitable in upper-echelon corporate roles, signaling the need for an increased understanding of how a broad definition of familial roles and work culture – rather than gendered issues in isolation – affect advancement opportunities in a 21st-century workforce.

Current organizational diversity initiatives have focused too myopically on gender. For organizations to create a more inclusive model for success at the upper echelons, it is essential to broaden organizational initiatives to address 21st-century employees rather than gendered programs. Organizations can endeavor to implement more effective models that enable two partners in a home with dependent children to advance, and all employees, even top leaders, to balance current definitions of work–life in several ways discussed.

The findings of this study are significant, in that they move toward addressing a gap in knowledge concerning women's perspectives on the changing family paradigm, extreme work culture and an expanded understanding of work–life balance. This reconceptualization can help mitigate gendered research and organizational programs that reinforce entrenched binaries, and instead enable organizations to implement more effective initiatives to improve advancement opportunities.

The emerging literature on computer-mediated communication at the study lacks depth in terms of elucidating the consequences of the effects of incivility on employees. This study aims to compare face-to-face incivility with incivility encountered via e-mail on both task performance and performance evaluation.

In two experimental studies, the authors test whether exposure to incivility via e-mail reduces individual task performance beyond that of face-to-face incivility and weather exposure to that incivility results in lower performance evaluations for third-parties.

The authors show that being exposed to cyber incivility does decrease performance on a subsequent task. The authors also find that exposure to rudeness, both face-to-face and via e-mail, is contagious and results in lower performance evaluation scores for an uninvolved third party.

This research comprises an empirically grounded study of incivility in the context of e-mail at study, highlights distinctions between it and face-to-face rudeness and reveals the potential risks that cyber incivility poses for employees.

Women remain underrepresented in academic STEM, especially at the highest ranks. While much attention has focused on early-career attrition, mid-career advancement is still largely understudied and undocumented. The purpose of this paper is to analyze gender differences in advancement to full professor within academic STEM at a mid-size public doctoral university in the western USA, before and after the National Science Foundation (NSF)-ADVANCE Program (2003–2008).

Using faculty demographics and promotion data between 2008 and 2014, combined with faculty responses to two waves of a climate survey, the magnitude and longevity of the impact of ADVANCE on mid-career faculty advancement across gender is evaluated.

This study documents increased representation of women in all ranks within the STEM colleges, including that of full professor due to ADVANCE efforts. It also demonstrates the role of greater gender awareness and formalization of procedures in reducing the variability in the time as associate professor until promotion to full professor for all faculty members, while also shrinking gender disparities in career attainment. As a result of the codification of the post-tenure review timeline toward promotion, more recently hired faculty are promoted more swiftly and consistently, irrespective of gender. Post-ADVANCE, both male and female faculty members express a greater understanding of and confidence in the promotion process and no longer see it as either a hurdle or source of gender inequality in upward career mobility.

While data were collected at a single university, demographics and career experiences by women mirror those at other research universities. This study shows that within a given institution-specific governance structure, long-lasting effects on faculty career trajectories can be achieved, by focusing efforts on creating greater transparency in expectations and necessary steps toward promotion, by reducing barriers to information flown, by standardizing and codifying the promotion process, and by actively engaging administrators as collaborators and change agents in the transformation process.

This study addresses mid-career dynamics and potential mechanisms that explain gender gaps in the promotion to full professor, a largely understudied aspect of gender disparities in career attainment within STEM. It shows how institutional policy changes, intended to alleviate gender disparities, can benefit the career trajectories of all faculty members. Specifically, this study highlights the crucial role of codifying procedures and responsibilities in neutralizing subjectivity and inconsistencies in promotion outcomes due to varying departmental climates.