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To enhance our understanding of the optimal buyer‐seller dyad composition in different cultures, this study investigates differences in male and female buyers’ perceptions of male and female sales representatives in Pakistan. Data collected from 88 Pakistani buyers reveal that although male and female salespeople were perceived somewhat differently depending on the buyer’s gender, many similarities were also found. In addition, buyers did not perceive salespeople of the same gender more positively than salespeople of the opposite gender. Most of the male buyers did not perceive sales to be an appropriate career for Pakistani women. Overall, the results suggest female Pakistani sales representatives are more relationship‐oriented, and some male Pakistani buyers may prefer working with female salespeople.

The global nature of today’s business environment, coupled with technological advances, has resulted in leaders working with an increasingly diverse workforce worldwide. An emerging stream of research examines the beliefs that individuals, groups, and organizations have regarding diversity. The purpose of this paper is to add to this work by looking at subordinate perceptions of a leader’s beliefs about diversity and how that relates to a leader’s performance.

Using archival data, the authors examine 33,976 leaders (from 36 different countries and more than 4,000 companies). This study includes performance ratings from each leader’s supervisor as well as perceptual measures of diversity beliefs from their direct reports and a measure of national culture as a moderator.

The research finds that employee perceptions of a leader’s diversity beliefs are related to supervisor ratings of the target leader’s performance. In addition, the relationship between a leader’s diversity beliefs and the target leader’s performance rating is stronger in cultures high in performance orientation (PO) than in cultures low in PO.

The limitations include the use of an archival data set as well as an assigned country score for our measure of culture.

While existing research has examined the impact of self-rated measures of diversity beliefs, there is little empirical research that examines how employee perceptions of a leader’s diversity beliefs will impact performance. The authors address this need by examining whether employee-rated perceptions of the leader’s diversity beliefs are related to a supervisor-rated measure of leader performance. In addition, the authors examine the moderating influence of societal culture on this relationship.

A new categorization scheme for the organizational change literature is proposed to foster theory development in the field. The scheme classifies the field into four main areas of organizational change research — type, readiness, process and inertia — and elevates time to the forefront of research. Building off the categorization scheme, the Organizational Change Response Model is presented, which links the type and readiness literatures. To provide grounding to the assertions made and to develop a new working definition of organizational change, the study of change in the fields of biology, social psychology, environmental science and physics are briefly reviewed. Learnings from the other disciplines are incorporated in the model, and implications for future theory building and research in organizational development and change are presented.

The purpose of this study is to develop the theorisation of cybercrime in the context of the pandemic, and to sketch out a vision of how law enforcement might respond to a transformed landscape of online crime and offending.

This conceptual paper draws on empirical evidence from a range of sources (including official statistics) and the existing research literature, and revisits routine activities theory to illuminate the way that cybercrime patterns are being transformed by the pandemic.

The pandemic is reshaping the routine activities of societies en masse, leading to changes in the ecology of risk and opportunity for cybercrime. There is evidence of a large increase in the prevalence of cybercrime as a result, yet much of this has a paradoxically “local” character.

The authors identify specific practical implications for law enforcement, namely, that the role of local police in policing cybercrime should be re-envisioned, with a democratic, community-oriented approach at its heart.

The theoretical perspective outlined is a novel and critical development of a well-established framework, opening up new paths to the theorisation of cybercrime and cybercrime policing. The authors’ suggestions for practitioners have the potential for direct impact, both at the level of practice and in terms of broader imaginaries and organisation of police and policing.

Although a significant number of employment fields and categories have followed the trend of increasing the number of minority employees in their profession, professional selling remains a profession dominated by the presence of Caucasian males. Racial minorities and their performance in a professional selling environment have yet to be examined in depth. Understanding why there are so few African‐Americans in professional selling is important. However, analyzing and comprehending what these salespeople accomplish once they obtain professional sales positions should also be of considerable interest, which this paper seeks to examine.

Utilizing a sample of 294 African‐American and Caucasian salespeople, the present manuscript empirically examines a variety of important work‐related perceptions and behaviors, and the performance levels of separate races of salespeople, to determine whether differences exist based on the race of the salesperson.

Results indicate that African‐American and Caucasian salespeople do not exhibit significant differences in terms of their psychological climate perceptions, customer relationship effort, and overall performance. Additionally, the results indicate that racial similarity between the sales manager and the sales representative significantly influences the aforementioned perceptions and performance of salespeople.

Managerial implications suggest that managerial‐level training should be utilized to create sales atmospheres that create equal opportunities for all salespeople. Sales executives will also be able to utilize the results from the present study as evidence that separate races of salespeople appear to be equally qualified to perform the job.

This paper aims to investigate the relationships between advisor characteristics and consumer risk perception, willingness to follow advice and perception of advisor credibility in a financial services context. It answers calls for more knowledge about financial advisors’ influence on financial decision‐making among consumers.

An experimental study, displaying financial advice together with photographs of advisors, was completed by convenience sampling of 200 Swedish consumers and analysis using statistical techniques to compare groups: two‐way between‐groups ANOVA.

This study shows that advisor gender affected consumer risk perceptions, willingness to follow advice and perception of advisor credibility in a financial services context, whereas advisor mood affected only consumer willingness to follow advice. No biases depending on buyer–seller similarity were found.

The study focuses on consumer perceptions – not real‐life investment choices. Conclusions are drawn from a relatively small sample. However, the policy implications are important, suggesting that characteristics other than those of consumers (e.g. gender, educational level, occupation, financial literacy) can be of relevance for policymakers in their attempts to improve consumer protection.

The findings provide useful insights for marketing practitioners that could help adjust information disseminated to consumer segments and that could have implications for marketing and hiring practices in the financial sector.

This paper illustrates the role of advisor characteristics in consumer financial decision‐making and calls for more research on financial advisory services.

The next ten years will see Plymouth, devastated by bombing, finally rebuilt Vastly improved communications will open it up to industries that could not have considered the city before, and they will bring jobs to stop the young men going East.

Topography is a problem in West Virginia. “If you took all the mountains of West Virginia and made them flat, West Virginia would be larger than Texas” is our boast and our network curse. Those mountains provide spectacular views, and stunning areas for our citizens who wish to maintain their independence. Those mountains and that remoteness also create difficulties in information equity, which we are just beginning to address.

Cultural heritage and memory are essential mechanisms for the formation of individual and group identity, contributing to a sense of belonging in society. More specifically, built heritage (the buildings, structures and monuments associated with our cultural history) reflect our individual and collective decisions about what is important to preserve and remember into the future, further shaping our identities as citizens of Waterford. Thus, our relationship with heritage is just as much about looking forward into our social imagination for the future of Waterford city as it is about reflecting on our past.

Sites of Conscience are a specific type of built heritage which signify a society's belief that by remembering difficult pasts we can interrogate our current lived realities and create meaningful change in the future (International Coalition for Sites of Consciousness, 2022). Sites of Conscience are akin to what French historian Pierre Nora (1989) referred to as ‘les lieux de mémoire’, or places of memory. These physical spaces can connect past traumas and struggles to our present lives. As places of memory which ask us to acknowledge the past, Sites of Conscience can prevent the erasure of historical traumas and stand as an act of restorative justice, providing safe spaces for citizens to engage with difficult memories.

One such site of conscience in Waterford is the complex of buildings located at the College Street Campus of the South East Technological University. The site comprises the former convent of the Congregation of Our Lady of Charity of the Good Shepherd of Angers (commonly known as the Good Shepherd Sisters); the St Mary's Good Shepherd (Magdalene) Laundry; and St Dominick's Industrial School. The site was occupied in 1884 and the Laundry operated until its closure in 1982 (Department of Justice, 2013). This chapter will consider the former Magdalene Laundry and Industrial School's cultural and heritage significance to Waterford as a site of conscience, which encourages the citizens of Waterford not only to connect our past to our present, but to connect these memories to current actions to create a more just society into the future.

The built heritage of this complex acts as a powerful memory aide of a shared local history, allowing citizens to connect this past to related contemporary human rights issues. In this way, the former Laundry and Industrial School can stimulate discussions on gendered violence today, or to interrogate modern forms of institutionalisation such as Direct Provision. The chapter will further consider how these connections are even more important when our need to remember and recognise past atrocities are met with social, political, economic or cultural pressure to forget. Sometimes the desire for erasure is understandable; we want to commit events to the past and move on. However, such erasure can further disempower survivors of these institutions; prevent current and future generations from learning critical lessons; and dismantle future opportunities for healing and reconciliation. In this context, Sites of Conscience offer an opportunity to connect a difficult past to visions of a more socially just city of the future.

Sports clubs are one of the most important elements in the sports systems of today’s societies. In the field of sport, a sports club aims, among other things, to make the sport more affordable and accessible to all, showing the organizational characteristics of companies, but with a much broader social mission. The aim of this chapter is to characterise sports clubs as potentially favorable environments for sports entrepreneurship, making questions about their nature and purposes. Aspects such as the hybridization of organizations, the progressive professionalisation of their members, the use of the entrepreneurial spirit as an instrument to facilitate the achievement of the organisation’s objectives or the need to seek alternative sources of funding to traditional public aid are discussed in the context of increasingly hostile and competitive environments, where social organizations must seek out resources in a similar way to companies.