Search results

Non-suicidal self-injury (NSSI) is reasonably common, particularly among young people with prevalence rates of up to 25 per cent reported. Many factors contribute towards NSSI, including depression, anxiety and history of abuse and NSSI is a risk factor for suicide. Many people who engage in NSSI do not seek help, potentially due to concern about sigmatising attitudes. The purpose of this paper is to investigate the impact of gender and disclosure on stigmatising attitudes towards individuals who engage in NSSI.

Participants were 384 first-year university students (77.4 per cent female; mean age 19.50 years (SD=3.53)) who completed measures of stigmatising attitudes in response to vignettes featuring individuals who engaged in self-harming behaviour. Vignettes varied in the gender of the individual as well as whether the NSSI was disclosed or not.

The results support the attribution model of public discrimination in relation to NSSI stigma. Perceptions of higher personal responsibility for NSSI behaviour and higher levels of danger and manipulation were positively associated with stigmatizing attitudes and behaviours. Male research participants reported significantly higher levels of stigmatizing attitudes and behaviours than females.

The level of stigmatising attitudes towards individuals who engage in NSSI is significant and may impact on help-seeking behaviour.

Between 10 and 25 per cent of adolescents engage in some form of NSSI, but only a minority seek help to address this behaviour. This study suggests that attitudes by peers may influence help-seeking. Further research is required outside of tertiary education settings.

Discusses the Hong Kong retailing system in relation to past and present social and economic issues. (1) 1997 return to Chinese governance, (2) labour shortages, (3) proposed tax changes, (4) relationship with the US, (5) Japanese retailers′ influence, (6) retail diversification and (7) rising retail rental rates. Provides an overview of merchandising strategies utilized by existing department stores, both domestic and foreign. Emphasizes the strategies used by four major groups of department stores operating in Hong Kong (Hong Kong, Japanese, Chinese, and British). Discusses Hong Kong retailers′ management strategies and adjustments being undertaken in anticipation of the colony′s future.

Investigates the behavior structure of technology adoption by using Davis′s (1986) Technology Acceptance Model (TAM). Explores the influence of culture and demand certainty on international technology adoption. Using structural equations to analyse the model, finds that attitude and behavioral intention to adopt technology depend on the perceived utilities of the technology and perceived ease of adoption. Finds that cultural affinity has a significant and positive influence on TAM through perceived ease of adoption. Results from the two‐group model reveal that, when demand is certain, the influence of culture is stronger and more positive than when demand is uncertain.

Examines the environment hostility‐planning‐performance relationship of Hong Kong retailers. A positive relationship is found between environment hostility and the threats encompassed by the existing labour shortage, rising rents, foreign‐based competition, the 1997 return to Chinese governance and Hong Kong′s relationship with mainland China. Retailers who perceive less hostility in their environment are more planning‐oriented. Short‐term planners significantly outperformed non‐planners. Formal long‐range planning was unrelated to retailer performance.

Health care systems increasingly demand health professionals who can lead interdisciplinary teams. While physicians recognize the importance of leadership skills, few receive formal instruction in this area. This paper aims to describe how the Student Leadership Committee (SLC) at the Harvard Medical School Center for Primary Care responded to this need by creating a leadership curriculum for health professions students.

The SLC designed an applied longitudinal leadership curriculum and taught it to medical, dentistry, nursing, public health and business students during monthly meetings over two academic years. The perceptions of the curriculum were assessed via a retrospective survey and an assessment of team functioning.

Most teams met their project goals and students felt that their teams were effective. The participants reported increased confidence that they could create change in healthcare and an enhanced desire to hold leadership positions. The sessions that focused on operational skills were especially valued by the students.

This case study presents an effective approach to delivering leadership training to health professions students, which can be replicated by other institutions.

Applied leadership training empowers health professions students to improve the health-care system and prepares them to be more effective leaders of the future health-care teams. The potential benefits of improved health-care leadership are numerous, including better patient care and improved job satisfaction among health-care workers.

Leadership skills are often taught as abstract didactics. In contrast, the approach described here is applied to ongoing projects in an interdisciplinary setting, thereby preparing students for real-world leadership positions.

The purpose of this paper is to attempt to highlight the imminent corrosion of the public domain brought about by the pervasive lack of recognition within the public at large regarding what the public domain is, what it stands for, and what it is meant to accomplish.

Utilizing the diverse theories of proponents of the public domain, this analysis proposes a re‐conceptualization of the public domain which acknowledges its significance to the creative process itself, and subsequently stresses the importance of public awareness and participation to its continuing survival.

While remarking on the efficacy of a number of digitization ventures in the promotion of the public domain, it is concluded that mere awareness of the plight of the public domain is not enough. What the public domain desperately needs to subsist is the presence of an active citizenry that is dedicated to preserving its interests. Moreover, the public library is emphasized as the ideal vehicle with which to elucidate the public and secure their involvement in a campaign to safeguard an endangered public domain.

This paper expounds on the necessity of bringing the public and the public domain together so that both are empowered to dispel the restrictions that have arisen from an excessive copyright protectionist regime and so that both are enabled to defend themselves from any further encroachments on their ability to progress and mature within their own cultural bounds.

This paper aims to describe the unique library, research and information literacy skills that transfer students need, specifically at the University of North Carolina Wilmington, which led to the creation, recruitment and appointment of a Transfer Student Services Librarian at William Madison Randall Library (Randall Library).

Along with a brief review of the relevant literature, this paper describes the specific needs that were identified that led to the creation of the position; the unique gaps in information skills that transfer students have; how the university was addressing the needs of transfer students; how the library became focused on the needs of this population of students; how the library began collaborating with campus partners to address these needs; and, to date, how the position has impacted transfer students.

An increase in the number of transfer students from community colleges, four year institutions and military service combined with the institution’s information literacy curriculum requirements, led to the creation of a new position called “Transfer Student Services Librarian”.

Academic libraries wishing to explore the creation of such a position, or wanting to assess their own institution’s needs for their transfer student population, will benefit from this paper.

Few, if any, libraries have adopted a position specifically for transfer student services and this paper addresses how to assess the need and decide on practical applications for other academic libraries.

The concept of “participation” has become a buzzword in contemporary public governance models. However, despite the broad and significant interest, defining participation remains a debated topic. The aim of the current study was to explore how participants perceived and interpreted the meaning and scope of participation.

This study is part of a four-year (2019–2022) longitudinal research project investigating stakeholder participation in the context of developing and establishing a strategic regional plan in Region Skåne in southern Sweden. The research project has a qualitative approach and uses interviews with different stakeholder groups such as municipal politicians and public officials and a survey as empirical material.

The authors developed a participation spectrum including eight types of participation: to be open, to be informed, to be listened to, to discuss, to be consulted, to give and take, to collaborate and to co-create. The authors also identified four different purposes of participation: creating a joint network, creating a joint understanding, creating a joint effort and creating a joint vision. The spectrum and the purposes were related through four characteristics of participation, i.e. involvement, interaction, influence and empowerment.

The study rests on a single case, and so the results have limited transferatibility.

Researching participation in terms of the participants' perceptions contributes a new perspective to the existing literature, which has commonly focussed on the organizers' perceptions of participation. Moreover, in order to clarify what participation meant to the participants, the study puts emphasis on untangling this from the why question of participation.

The purpose of this paper is to shed new light on the way the cross-sector collaboration (CSC) process can foster gender-focused sustainability initiatives to improve female workers’ conditions in developing countries. The study does so by introducing and examining the influence of nonprofit boundary work during the CSC process.

The paper is based on thirty-four interviews and qualitative fieldwork. It draws on a case analysis of a regional CSC between multiple organizations operating locally in the apparel industry of Bangladesh, a developing country.

Scaffolding work in the CSC formation stage – performed by development agency implementers who construe boundaries – and sensitization work in the CSC implementation stage – performed by a non-governmental organization (NGO) implementers who blur and expand boundaries – emerge as two conceptual categories of nonprofit boundary work. This allows NGO implementers to identify and enable the agency of sustainability envoys or socially privileged individuals who capitalize on their social credentials to support female workers in the factory and in the community.

The study offers novel insights into the CSC process. It contributes to the CSC literature and the literature on boundary work, with a focus on gender-focused sustainability initiatives for female workers in developing countries.

A pressing research question in human resources (HR) is how to determine the value HR adds to a firm. This article seeks to address this issue

As summarized here, benchmarking techniques, ROI tools, behavioral analyses and other types of quantitative efforts have attempted to provide answers, but such methods also have downsides. In the present paper, the long‐established finance concept of net present value (NPV) is applied in order to determine the value that HR activities provide to an organization's business strategy.

A specific example is used to illustrate how NPV can be used to value the HR activities in a firm pursuing an innovation business strategy. An explanation is also given of how NPV can be used in making decisions related to HR outsourcing.

NPV is used to operationalize the strategic net benefit (SNB) of HR's costs and contributions to a firm's business strategy.

The long‐established finance concept of net present value (NPV) is applied in order to determine the value that HR activities provide to an organization's business strategy.