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This article provides deeper insights into the measurement of servant leadership within the Chinese culture. Servant leadership is viewed as a responsible leadership style that is beneficial to organizations by awaking, engaging and developing employees and working from a sense of service and stewardship for the world with a long-term perspective.

The paper consists of a survey study that examines the relationships between 5 servant leadership measures translated into Chinese and outcome measures using a sample of 463 participants.

The authors' results show that the five measures are very comparable. Although some differences exist, the combined conclusions from internal consistency, intercorrelations and correlations to outcome variables and factor analysis confirmed their overall commonality. A core group of 11 items is introduced as a potential scale to represent the underlying variance of all 55 items.

This study validates how the five instruments are grounded in the core aspects of servant leadership described by Robert Greenleaf, the service aspect of choosing to become a leader and the importance for a leader to give attention to the followers' personal growth, meaningful work and well-being.

This study aimed at investigating employee training, employee participation and organizational commitment (OC) and the moderating effect of workplace ostracism among bank employees.

The study used a descriptive and cross-sectional design with the aid of a standard scale constructed into a questionnaire. Cluster, convenience and simple random sampling techniques were used to select 1,067 respondents, of which 870 were deemed fit for the study. The theories underpinning the study were the social exchange theory (SET) and social identity theory (SIT). Four hypotheses were developed and tested using hierarchical multiple regression analysis, and moderation using PROCESS macro.

The study found that employee training and employee participation had a significant positive relationship with organizational commitment, while organizational ostracism had a significant but negative relationship with organizational commitment among bank employees. The study also found that workplace ostracism moderated the relationship between organizational climate and organizational commitment The study recommended that organizational commitment requires management training their workforce, allowing employee participation in decisions, and minimizing or outrightly eradicating the practice of organizational ostracism. It is, therefore, concluded that workers place great value on training and participation in decision-making and frown at organizational ostracism.

This paper fills in the gaps left by the paucity of empirical investigation of the moderating role that workplace ostracism plays between employee training, employee participation and organizational commitment – a feat that is lacking in developing countries. It serves as a reminder to management to prevent or entirely eliminate workplace ostracism to allay an employee's impression of being a threat to an organization when commitment is low.

The growth of online communities and social media has led to a growing need for methods, concepts, and tools for researching online cultures. Particular attention should be paid to polarizing online discussion cultures and dynamics that increase inequality in online environments. Social media has enormous potential to create good, but in order to unlock its full potential, we also need to examine the mechanisms keeping these spaces monotonous, homogenous, and even hostile toward some groups. With this need in mind, I have developed the concept and theory of othering online discourse (OOD).

This chapter introduces and defines the concept of OOD and explains the key characteristics and different attributes of OOD in relation to other concepts that deal with disruptive and discriminatory behavior in online spaces. The attributes of OOD are demonstrated drawing on examples gathered from the Finnish Suomi24 (Finland24) forum.

The paper provides a detailed historical account of Douglass C. North's early intellectual contributions and analytical developments in pursuing a Grand Theory for why some countries are rich and others poor.

The author approaches the discussion using a theoretical and historical reconstruction based on published and unpublished materials.

The systematic, continuous and profound attempt to answer the Smithian social coordination problem shaped North's journey from being a young serious Marxist to becoming one of the founders of New Institutional Economics. In the process, he was converted in the early 1950s into a rigid neoclassical economist, being one of the leaders in promoting New Economic History. The success of the cliometric revolution exposed the frailties of the movement itself, namely, the limitations of neoclassical economic theory to explain economic growth and social change. Incorporating transaction costs, the institutional framework in which property rights and contracts are measured, defined and enforced assumes a prominent role in explaining economic performance.

In the early 1970s, North adopted a naive theory of institutions and property rights still grounded in neoclassical assumptions. Institutional and organizational analysis is modeled as a social maximizing efficient equilibrium outcome. However, the increasing tension between the neoclassical theoretical apparatus and its failure to account for contrasting political and institutional structures, diverging economic paths and social change propelled the modification of its assumptions and progressive conceptual innovation. In the later 1970s and early 1980s, North abandoned the efficiency view and gradually became more critical of the objective rationality postulate. In this intellectual movement, North's avant-garde research program contributed significantly to the creation of New Institutional Economics.

The purpose of this paper is to investigate the relationship between gender and social capital in adapting to climate variability in the arid and semi-arid regions in Turkana in Kenya.

This paper undertook literature review of secondary data sources, conducted focus group discussions (FGDs) and key informant interviews (KIIs). The statistical package for the social sciences (SPSS) was used to analyze data for the quantitative part of the paper.

Vulnerability is influenced by age, gender, education and disability. Elderly women are considered to be the most vulnerable to climate variability and change because they are the poorest in the community, followed by elderly men, the disabled, female-headed households, married women, men and, finally, the youth. Less than 30 per cent of women and men in both Katilu and Loima are able to read and write. The cross-tabulation results show that there is a statistical significant relationship between gender, age and education level and climate change vulnerability. This implies that gender, age and education level have a significant effect on climate change vulnerability.

The research coverage was limited to only two regions in Turkana because of time and economic constraints.

The lack of attention to gender in the climate change literature has time and again resulted in an oversimplification of women’s and men's experience of climate risks. Improved development assistance, investments and enhanced targeting of the truly vulnerable within pastoral societies demand an acceptance of underdevelopment in arid and semi-arid regions in Kenya because of historical imbalances in investment; the recognition that vulnerability of pastoralists is neither uniform nor universal and the need to consider differences like age, gender and education. Policy-makers should understand that pastoralists in the past have used indigenous knowledge to cope with and adapt to climate change. The current-recurrent and intensity droughts require investment in modern technology, equipping pastoralists with relevant information and skills to make them resilient to climate change and implementing existing and relevant policies for northern Kenya.

This paper draws from several other efforts to show the critical relationships between gender, social capital and climate change. They are tracking adaptation and measuring development framework; ending drought emergencies common programme framework; and feminist evaluation approach.

This paper is important in identifying the link between gender, social capital and adaptation to climate change.