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Providing online news recommendations to users has become an important trend for online media platforms, enabling them to attract more users. The purpose of this paper is to propose an online news recommendation system for recommending news articles to users when browsing news on online media platforms.

A Collaborative Semantic Topic Modeling (CSTM) method and an ensemble model (EM) are proposed to predict user preferences based on the combination of matrix factorization with articles’ semantic latent topics derived from word embedding and latent topic modeling. The proposed EM further integrates an online interest adjustment (OIA) mechanism to adjust users’ online recommendation lists based on their current news browsing.

This study evaluated the proposed approach using offline experiments, as well as an online evaluation on an existing online media platform. The evaluation shows that the proposed method can improve the recommendation quality and achieve better performance than other recommendation methods can. The online evaluation also shows that integrating the proposed method with OIA can improve the click-through rate for online news recommendation.

The novel CSTM and EM combined with OIA are proposed for news recommendation. The proposed novel recommendation system can improve the click-through rate of online news recommendations, thus increasing online media platforms’ commercial value.

Research findings stress the importance of adapting prevention mechanisms to the contexts experienced in the workplace. This paper presents the development and implementation of a knowledge portal that includes a range of Internet-based resources to support the prevention measures implemented by occupational health and safety (OHS) union delegates. It describes the process used to develop a knowledge portal that takes into account the needs of communities and unions as well as the constraints expressed.

The approach chosen for this project was action research, in which data collection results in various readjustment loops that allow for reflection and situational assessment. Data were collected from documentation, meetings, questionnaires and focus groups. The readjustment loops led to the implementation of a solution based on sustainability.

After studying the context, needs and constraints, the results suggest that for a knowledge portal to stand out, it must be consistent with classroom training, include a pedagogical approach that facilitates the transfer of knowledge, be interesting to all workers, be able to adapt to the characteristics of users and use technologies that reach across time, space and connection tools.

This knowledge portal is the result of interactions and collaborations between the university and the community, an interesting way to develop a solution. It sheds light on the fact that the action research process needs to be documented throughout the process and creation cycles in order to facilitate the sharing of the results obtained.

Somalia is an East African nation with a history of civil unrest that produced a significant influx of refugees in the USA in the last 25 years. Between 2000 and 2010, 40 percent of all US Somali refugees settled in Minnesota, which produces new cultural and health challenges for local communities and the state government. One such challenge is vitamin D deficiency, or hypovitaminosis D (Hv-D). Hv-D is developed through insufficient exposure to sunlight and low nutrient intake leading to increased risk for weakness and inflammation, oral health problems, diabetes, cardiovascular and autoimmune diseases and malignancies. The paper aims to discuss these issues.

In this narrative review, demographic, geographic and cultural information about Somali immigration are discussed.

Recent data suggest Somalis living in northern climates (Minnesota, the USA, Helsinki, Finland, Sweden and the UK) experience significant deficiencies in vitamin D. Vitamin D is stimulated by ultraviolet light exposure, a balanced and healthy diet, and dietary supplementation. High unemployment rates affecting access to health information and clinical services, significant cultural differences and climate differences pre-dispose this population to Hv-D. Health education and health promotion programming at the community and state levels in Minnesota should recognize the risk factors associated with Hv-D and the vulnerability of Somali refugees.

Current and future health programming should be re-assessed for adequate attention to vitamin D deficiency and cultural competency associated with the Somali immigrant population.

The purpose of this paper is to give autistic employees a voice, evaluate their work-based experiences and to disseminate the relevant recommendations of the Westminster AchieveAbility Commission report.

These experiences were identified through a questionnaire answered by 600 neurodivergent employees, including 95 autistic respondents. This allowed us to compare experiences across neurodivergent categories.

The overwhelmingly negative work-place experience is consistent at every stage unless managers had a good understanding of neurodivergence. This deteriorated further the more categories of neurodivergence identified with, and minority ethnicity. Few reasonable adjustments were made. Psychometric tests are experienced as disabling. No statistically significant differences were found between genders.

The target group are not representative of the wider autistic population and the sample is relatively small. Further research could look at how managers come to understand neurodivergence, the utilisation of reasonable adjustments and how to promote neurodivergence awareness.

There need to be wholesale changes in recruitment and reasonable adjustments in the workplace, which will require substantial changes in attitudes.

The experience of neurodivergent people in the work-place, including autistic employees, was more consistently negative than expected. It was difficult to find any autistic employees without disabling experiences. This paper hopes this will alert wider society to the issues and may serve to support more solidarity amongst neurodivergent people in relation to employment. The findings have already influenced The Advisory, Conciliation and Arbitration Service.

There is very little detailed research focussed on the work-place experience and voices of autistic employees and less research that considers the implications of neurodivergent overlaps in the workplace.

The purpose of this paper is to examine the association of various family factors with children’s fruit and vegetable (FV) intake.

A cross-sectional analysis of data from 601 parent-child dyads with children aged three to six years old was conducted. Parents completed questionnaires on child’s FV intake, parenting styles, parental feeding practices, family functioning, television viewing at mealtimes and frequency of family meals. Logistic regression was used to assess the association between various family factors and the likelihood of meeting the child’s daily FV recommendation with adjustment for different demographic variables.

Multivariate model adjusting for sociodemographic data indicated that meeting vegetable recommendation was associated with lower frequency of dining with grandparents (Odds ratio (OR) 0.94, 95% confidence interval (CI) 0.89–0.99, p=0.031) and positively associated with parents using more desirable parental feeding practices (OR 1.15, 95% CI 1.09–1.21, p<0.001). Meeting fruit recommendation was associated with parents using more desirable parental feeding practices (OR 1.13, 95% CI 1.09–1.17, p<0.001), higher frequency of dining with grandparents (OR 1.05, 95% CI 1.00–1.10, p=0.041), lower frequency of dining with father (OR 0.89, 95% CI 0.82–0.98, p=0.014) and higher score on authoritative parenting style (OR 1.05, 95% CI 1.01–1.08, p=0.009).

This study highlights the potential protective roles of various family factors, in particular authoritative parenting style and parental feeding practices, such as role modeling, moderate restrictive practices for less healthy foods, avoidance of forced feeding, and not using junk food as reward in relation to meeting FV recommendation in children. The role of grandparents in influencing the young children’s eating behaviors within the Chinese family warrants further investigation.

This paper aims to identify common barriers to employment of autistic people and reasonable adjustments that address those barriers; to define autistic strengths and see how the prevailing narrative of autism is affecting employment.

This is a qualitative review of an online consultation amongst a group of 34 autistic adults that took place during April–October 2019. It includes anecdotal accounts and reviews of the themes contained therein.

Key barriers are, namely, deficit narrative of autism; misunderstandings and prejudices amongst senior management and work colleagues; bullying and peer pressure to isolate the autistic employee, leading to anxiety and mental health breakdown in absence of social support; managers making discriminatory choices believing it is the right business decision; the discriminatory nature of provisions, criteria and practices, failing to recognise strengths. Rather than imposing the manner of work, reasonable adjustments should be made to enable the autistic employee to function in his autistic way, achieving results.

Qualitative nature; small self-selecting sample online; functioning and diagnosis not verified, themes derived subjectively.

The need to change the deficit narrative and redefine autistic strengths by autistic people themselves, to legitimise and normalise autistic way of functioning and adjust the managerial provisions, criteria and practices accordingly. Coaching autistic leaders to be the public role models would also help.

Identifying barriers and reasonable adjustments, from the perspective of lived experience. A new framework of assessing autistic competence and suitability for employment is proposed.

This paper aims to examine motivations for the reporting of generally accepted accounting practice (GAAP)-adjusted earnings by New Zealand companies.

The study uses multivariate analysis of data from New Zealand company annual reports for the period from 2004 to 2012.

Evidence suggests that management of some New Zealand firms are motivated to use GAAP-adjusted earnings to provide a more favourable impression of earnings. However, across firms, these adjusted earnings provide a better predictor of future earnings and provide more value-relevant information to the market than GAAP earnings. Thus, a desire to disclose a more accurate indicator of permanent earnings appears to be a strong factor in the reporting of GAAP-adjusted earnings.

The study uses firms listed on the New Zealand share market. The number of firms examined is small, but we compensate by studying the entire population, thus avoiding sampling issues. The results suggest that New Zealand’s regulatory response of recommending guidelines for reporting alternative earnings measures is appropriate.

The study contributes to the literature on the relationship between reporting statutory earnings and non-GAAP earnings. It uses a period that includes three major events in the New Zealand economy and reporting environment: the adoption of international financial reporting standards, a change in tax law and the global financial crisis. Recognition of these events allows us to better interpret the GAAP-adjusted reporting practices taken by managers.

Ergonomists differ on the subject of adjustable tables for visual display units. Some feel they're a late response to a poorly designed VDU: others that they offer a legitimate additional level of sophistication in furniture design, desirable when one person will be using a work station and essential when the workstation and VDU are to be shared. We examine the arguments and set out simple guidelines.

The purpose of this paper is to examine the relationship between job satisfaction, family support, learning orientation, organizational socialization and cross‐cultural training and cross‐cultural adjustment in the proposed model.

A quantitative research method was used, and correction and regression were employed. The study undertook a multidimensional approach in its assessment of the adjustment of Taiwanese financial institution expatriates.

This study found that job satisfaction played an important role in the proposed model of expatriate adjustment in an international assignment. Also found to be of importance was the role of organization socialization.

The conclusions of this study pertain only to Taiwanese financial institution expatriates in the USA, and cannot be generalized for cross‐cultural adjustment in other countries.

Given the associations between job satisfaction and cross‐cultural adjustment, multinationals should ensure that they have human resource policies and practice to support the job satisfaction of expatriates. Modifying socialization policies and practices can have a positive influence on expatriates' adjustment.

This study both replicates and extends previous research on cross‐cultural adjustment. It provides objective information for expatriate selection, management and socialization.

As the rate of growth in trade of developing and developed economies converges, international business is increasingly taking place in a growing assortment of political and ideological contexts with variable levels of tolerance for plural dissidence. This can create substantial challenges and risks for crosscultural adjustment and increases the potential for assignment failure. The purpose of this study was to examine the impact of an authoritarian regime on the process of adjustment amongst expatriate sojourners and draw out lessons for future research and policies for relocation in similar authoritarian contexts.

This was a qualitative research study over three years making use of participant observation methods as a result of researcher immersion in the local context.

This study finds that “culture” is an insufficient category for explaining difficulties in cross-cultural adjustment and demonstrates that adjustment difficulties under authoritarianism are heightened in the proximate sociocultural context, with geo-political and ideological dynamics creating more challenging conditions of life. Increased levels of social control act to heighten psychological vulnerability amongst sojourners, resulting in coping behaviours that seek a greater degree of psychological alleviation and companionship through more resource-intensive supportive networks and a tendency toward enclavism, thus inhibiting sociocultural adjustment to the host society.

Research needs to recognise more fully the diverse nature of contexts in cross-cultural adjustment. Future research should explore different types of contexts and assess what sort of challenges may arise in relation to the process of psychological and sociocultural adjustment and the adjustive resources required to overcome them.

The paper contributes to the understanding of the psychological and sociocultural challenges of international relocation in an authoritarian context and serves as valuable insight for relocation planning in similar conditions, which are an ever-increasing feature of international business.

This paper gives a unique insight into international relocation in Cuba and draws out the areas of concern for cross-cultural adjustment under authoritarian conditions, an ever-increasing feature of international business. It serves as an example of how context-based research can inform cross-cultural theory and practice within an evolving landscape of doing business globally.