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Many surveys of World Wide Web and Internet use have been conducted, but few have focused on students at colleges and universities. Here, a case study of 214 undergraduate and graduate students at two universities in the USA, provides a glimpse of how students use a campus information system for e‐mail, downloading movies and music, and other purposes.

A Group Support System (GSS) can be an effective tool in teaching groups of students. This paper describes the technology and four studies which explored the appropriateness of the technology in the college class‐room. Results show students are more satisfied and productive when using a GSS than when discussing topics verbally. In addition, the system provides anonymity (fostering more candid comments) and automated record keeping (reducing or eliminating the need to take notes manually).

Multilingual meetings continue to be a problem in business communication due to the necessity to translate between different natural language pairs. The paper has developed a new electronic meeting technology that automatically translates comments written in any of 41 languages (e.g. French, Chinese, etc.). The purpose of this paper is to quickly and accurately show on each user's terminal in his or her own native language all comments contributed by the group written in several different tongues.

A prototype system, Polyglot II, utilizes instant messaging on Microsoft Windows PCs to exchange comments between client personal computers and a server which in turn, calls the Google Translate API for each translation. In an attempt to measure the accuracy, reverse translations are conducted, e.g. English to French to English, because of the lack of human experts fluent in all of the languages. The final English translations are analyzed for comprehension by 240 college business students.

This paper uses reverse translations on 32 of the languages (all that are available at the time of the analysis) with historical transcripts of English text, including grammatical errors. Results show an overall comprehension accuracy of 86 percent for all languages. Italian is the most accurate, and Hindi is the least.

While other multilingual meeting technologies have been developed, this system provides automatic support for the most languages and is perhaps the most accurate.

Forecasting inflation is a major concern for economists and businessmen. Most researchers have relied upon statistical techniques with their stringent data assumptions and low accuracy rates to predict changes in inflation, but only a few have investigated how neural networks can improve forecasts. Here, we show the results of Consumer Price Index (CPI) forecasts from an artificial neural network using leading economic indicator data in the USA. Results show that the neural network predicts the level of the CPI with a high degree of accuracy.

Group meetings are a daily component of most businesses but are often considered as unproductive or even a “waste of time” by many participants. Over the past decade, computer‐based systems called group decision support systems (GDSSs) have been developed to improve meetings, and studies have shown that the systems can increase their efficiency and effectiveness as well as the group members′ satisfaction with them. Describes this new technology with its advantages and disadvantages and shows how two corporations used GDSSs to improve their meeting productivity.

Drawing from the appraisal theory, this paper aims to examine the conditions under which abusive leaders experience guilt and suggests that guilt motivates leaders to help followers.

A scenario study with a sample of 285 hospitality supervisors was used to test the theoretical model. Path analyses were conducted to test the three-way-moderated mediation model.

Results show a three-way interaction among enacted abuse, managerial abuse and agreeableness on the guilt: leaders are more likely to experience guilt over their enacted abusive supervision when they do not perceive their direct manager as abusive and when they are agreeable. Moreover, guilt mediates the relationship between enacted abuse and a leader’s intention to help their followers.

This study shows that abusive supervisors pay an emotional cost for their enacted abuse (in terms of guilt).

Hospitality organization should assign non-abusive mentors to leaders, especially agreeable ones, to detect and reduce abusive supervision.

First, this study addressed the lack of research on the effect of abusive supervision on the abusers by studying the conditions under which abusive leaders experience guilt. Second, this study shows that because of guilt, abusive leaders have a higher intention to help their followers. It explains why abusive leaders can be helpful.

The purpose of this paper is to examine the relationship between leader’s behavioral integrity and his/her workplace ostracism as well as to test the moderating roles of narcissistic personality and psychological distance on that relationship.

Data were collected from 13 state universities in Turkey. The sample included 1,003 randomly chosen faculty members and deans of their faculties. The moderating roles of narcissistic personality and psychological distance on the behavioral integrity and workplace ostracism relationship were tested using the moderated hierarchical regression analysis.

The moderated hierarchical regression analysis results revealed that there was a significant negative relationship between leader’s behavioral integrity and his/her workplace ostracism. In addition, the negative relationship between behavioral integrity and workplace ostracism was weaker when both leader’s narcissistic personality and psychological distance were higher than when they were lower.

This study showed that behavioral integrity lowered workplace ostracism. Workplace ostracism could be reduced by displaying the behavioral integrity (the alignment between words and deeds) and breaking down the barriers preventing effective communication and discussion in the organization. Moreover, the results of this study indicated that psychological distance was a significant predictor of workplace ostracism. Organizational practices and policies, especially human resource practices, should be carefully designed and implemented as to minimize psychological distance, an important source of employee dissatisfaction and distrust.

The study provides new insights into the influence that behavioral integrity may have on workplace ostracism and the moderating roles of narcissistic personality and psychological distance in the link between behavioral integrity and workplace ostracism. The paper also offers a practical assistance to employees in the higher education and their leaders interested in building trust and lowering workplace ostracism.

The purpose of this study is by drawing on signaling theory to address the need for more investigation into the conceptual underpinnings of sponsorships by investigating and seeking to understand sponsorship objectives, opinions and practices, with a focus on smaller organisations.

This empirical study contributes to the literature through researched findings from German respondents and a critical evaluation of literature relating to the impact of sports sponsorship on SMEs within local German communities.

Drawing on signalling theory and extant studies, the following four categories of SME sport sponsorship activities are proposed: value-based connections, social engagement, recognition and bonding.

Sponsor, sponsee and dyadic antecedents have increased in both sophistication and complexity, resulting in expected positive consumer outcomes as the justification for marketing communication investments.

Sponsorship has evolved from short-term philanthropic activities to long-term strategic alliances involving billions of dollars of annual spending globally.

SME companies have certain local opportunities that larger multinational corporations cannot replicate.

No study to date has provided researchers with a framework to understand sports sponsorship from an SME perspective. This paper contributes to the theories and practice of sport sponsorship, drawing on signalling theory and extant studies.

Research has found that the effects of directly experiencing mistreatment at work are consistently negative; however, results from studies examining employees' reactions to witnessing mistreatment are less consistent. This study focuses on nurses witnessing patient mistreatment in order to examine how third parties respond when witnessing patients mistreating co-workers. We argue that nurses high on other-orientation are less likely to experience emotion exhaustion in the face of witnessing patient mistreatment, whereas nurses high on self-concern are more likely to experience emotional exhaustion. We further argue that the indirect effect of witnessing patient mistreatment on job performance through emotional exhaustion is moderated by other-orientation and self-concern.

We used data collected at two time points, with six months apart, from 287 nurses working in a hospital. The study tests the hypotheses by using multiple regression analyses.

Emotional exhaustion mediated the relationships between witnessing patient mistreatment and two forms of job performance: patient care behaviors and counterproductive work behaviors. Furthermore, other-orientation moderated these indirect relationships such that the indirect relationships were weaker when other-orientation was high (vs. low). Self-concern did not moderate these relationships.

Service and care-oriented businesses may protect their employees from the risk of burnout by promoting prosocial orientation among their patient and customer-facing employees.

This study contributes to the literature by demonstrating the detrimental effects of witnessing patient mistreatment on nurses' performance. It also extends the current understanding of why and when witnessing patient mistreatment is related to performance by demonstrating the joint effects of witnessing patient mistreatment and an individual difference construct, other-orientation on employees' performance.