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“A new breed of companies is emerging that seems to thrive on chaos. These companies — which I call ‘Quantum Organizations’ — operate on an organic model that closely mirrors the functioning of natural systems.”

Classical management emphasizes efficiency, uniformity, control, predictability, and economies of scale. These principles, which are based on a mechanistic model, have been ingrained in the systems, organization structures, values, and assumptions of our culture. The emerging economy, on the other hand, rewards agility, innovation, and vitality. These attributes require a quantum culture that is based on an organic model. The structure and leadership of these two organizational styles are compared.

Digital inclusivity is about making web sites available to users regardless of a user’s device or disability. This study seeks to find out how accessible and mobile ready state library web sites are and if there is a relationship between web site accessibility and mobile readiness.

I examined web site accessibility through automated code evaluation and manual code inspection of the web site homepage. I evaluated mobile readiness by comparing how homepages displayed on a desktop computer vs. a smart phone.

Most state library web sites had accessibility problems, including missing alternative text for images (82%), inaccessible forms (54%), and poor contrast between text and background (56%). Only 36% of the sites were mobile ready. A Spearman rho analysis of accessibility and mobile readiness found that the more accessible a site is, the more likely it is mobile ready (and vice versa).

While this study identified accessibility and mobile readiness issues, it does not address why these problems exist. In addition, the unit of analysis was limited to the web site homepage. The study’s results emphasize the need to combine manual code inspection with automated analysis, particularly for images’ alternative text.

The study suggests that state libraries need to take greater care in meeting accessibility standards, particularly easily followed standards such as providing appropriate alternative text for images.

Despite the importance of state libraries in organizing and funding local libraries, there has been little research to date on state library web sites.

Justice rules are standards that serve as criteria for formulating fairness judgments. Though justice rules play a role in the organizational justice literature, they have seldom been the subject of analysis in their own right. To address this limitation, we first consider three meta-theoretical dualities that are highlighted by justice rules – the distinction between justice versus fairness, indirect versus direct measurement, and normative versus descriptive paradigms. Second, we review existing justice rules and organize them into four types of justice: distributive (e.g., equity, equality), procedural (e.g., voice, consistent treatment), interpersonal (e.g., politeness, respectfulness), and informational (e.g., candor, timeliness). We also emphasize emergent rules that have not received sufficient research attention. Third, we consider various computation models purporting to explain how justice rules are assessed and aggregated to form fairness judgments. Fourth and last, we conclude by reviewing research that enriches our understanding of justice rules by showing how they are cognitively processed. We observe that there are a number of influences on fairness judgments, and situations exist in which individuals do not systematically consider justice rules.

The field of behavioral business ethics has come a long way since its inception nearly five decades ago. Pioneered in part in response to a number of high-profile corporate scandals, the early field of business ethics was thought by many to be a fad that would recede along with the salience of the scandals of the day. Yet, this could not have been further from the truth. The need for behavioral business ethics research remains ever-present, as evidenced by the sustained number of scandals and unethical behavior within and by organizations. Moreover, research in this area has burgeoned. In the 1980s, only 54 articles had been published on this topic (Tenbrunsel & Smith-Crowe, 2008); today, a similar search yields over 3,000 “hits.” In light of the area’s growth, we suggest the need to take a look back at the seminal work that sparked social scientific work in the field. In particular, this chapter has two main objectives. First, we provide a review of select foundational work. In so doing, we identify some of the key trends that characterized early knowledge development in the field. Second, we draw on this historical context to consider how past trends relate to current work and speak to future research opportunities.

The purpose of this paper is to develop and test a measure designed to assess constructs that predict ethical decision making (EDM) among employees.

The approach was to target individual difference variables that are theoretically linked to EDM. This was done by generating biodata items/scales of the constructs of interest.

Two biodata scales were developed to measure locus of control and conscientiousness. Both of these scales had significant criterion‐related validities with EDM (rs=0.42 and 0.40, respectively) and predicted significant and unique variance of EDM beyond the variance predicted by trait‐based measures of the same constructs. Biodata scales exhibited little or no subgroup differences (less potential adverse impact). Research limitations/implications – Participants were working various jobs and a variety of settings, so results generalize to this eclectic population more so than one particular industry. Further research should attempt to examine effects in a specific applied setting.

This study outlines a method of item and scale development that produces homogonous scales that predict EDM and that can be tailored for specific organizational use.

The paper provides a theoretical rationale for why biodata methodology is superior to trait‐based measures and practical value for the use of biodata in measuring individual difference constructs.

Presents the empirical findings regarding the ethical attitudes of business people in four culturally and economically different countries (Russia, Slovenia, Turkey, and the United States) based on the assumptions of integrative social contracts theory. Given the quality of institutions in the four surveyed countries and the quality of economic interactions, it was anticipated that the United States would rank the highest in ethical attitudes, followed by Slovenia and Turkey, and then Russia. The hypothesis was largely confirmed with some interesting, situationally induced, exceptions.

To consider how knowledge about social class is produced in research and how it can become obscured from view through certain empathic practices of representation.

A number of data extracts, generated through participant observation and focus group interviews, are reflexively (re)considered in the chapter. These are drawn from an ethnographic study, previously undertaken by the author with a class of 25 young women in one private, selective girls’ school in the United Kingdom.

Social class was found to be silenced in the accounts which resulted from the research. This relative neglect is considered to have resulted from the primacy given to gender in a feminist project; to an over-emphasised sense of empathy and due to the desire to build and maintain respect and rapport. Strategies of empathic identification and representation should not be evaded altogether, but they need to be carefully considered (how and why are they used and to what effect?) and not taken up too readily, so that researchers don’t inadvertently re-inscribe the inequalities they are seeking to eliminate.

The chapter argues that greater attention needs to be paid to the class-making practices which researchers and participants engage in during and after fieldwork. Social class is brought to the foreground in the analyses presented.