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This paper aims to offer a new history of management by tracing a religious dimension of scientific management. The thesis is that the good was foundational for bringing scientific management to success in Taylor’s native Quaker Philadelphia in the 1880s. The paper’s main contribution is to contrast the philosophical origins of Taylor’s ideas in scientific management to his native Quaker roots, and how Taylor, over time, into the 1910s, wrestled with this issue.

The paper is situated in historical interpretivism and subjectivism, leaning on contextual and narrative research on religious morality.

Quaker morality prevented managerial opportunism at Taylor’s Midvale Steel in the 1880s. Conversely, by the 1900s and 1910s, interest conflicts between workers and managers escalated when scientific management moved out of its traditional cultural contexts of Quaker Philadelphia and spread across the USA. The historical implication is, already for Taylor’s time, that scientific management never was the “one-best way” of management.

Future research needs to deepen and broaden research on scientific management when tracing the significance of religion and culture in management thought.

The paper has implications for modern studies of business morality by uncovering the practical relevance of religious business ethics at the outset of management studies.

The historic emergence of scientific management points to a theory of institutional evolution and economic growth, when religiously grounded governance of the firm deinstitutionalized, and institutional economic governance, with different but superior economic advantages, progressed by the 1900s.

The paper suggests an alternative version of the intellectual heritage of management studies by tracing the legacy of Taylor’s Quakerism and how religious and cultural ideas contributed to the formation of science in management.

The purpose of this paper is to explore parallels between scientific management and the new scientific management to gain insight into applications of machine learning and artificial intelligence (AI) to human resource management and employee assessment.

Analysis of Taylor’s work and its interpretation by scholars is contrasted with modern analysis of human resource analytics to demonstrate conceptual and methodological commonalities between the old and the new forms of scientific management.

The analysis demonstrates how the epistemology, ethos and cultural trajectory of scientific management has resulted in a mindset that has influenced the implementation and objectives of the new scientific management with respect to human resources analytics.

This paper offers an alternative to the view that machine learning and AI as applied to work and employees are beneficial and points out why important challenges have been overlooked and how they can be addressed.

Commonalties between Taylorism and the new scientific management have been overlooked so that attempts to gain an understanding of how machine learning is likely to influence work, employees and work organizations are incomplete. This paper provides a new perspective that can be used to address challenges associated with applications of machine learning to work design and employee rights.

This study explores the similarities and dissimilarities among master and bachelor students, which impetus on the marketing strategies for private higher education (HE) institutions to have more intake of master students.

The unit of analysis of the present study is the master and bachelor students from the four leading private universities in Malaysia. Based on the extensive literature review and expert opinion, the framework and the structured questionnaire have been conceptualized. A sample of 410 students responded to the structured survey questionnaire, and the question items were adapted from the existing literature.

There are statistically significant differences between master and bachelor students on the dimensions of smart classroom, peer support, patnership and perceived benefits. Interestingly, master students are highly influenced by smart classroom, peer support and perceived benefits, while bachelor students favor patnership.

The present study provides a conceptualized research framework with some new dimensions, which can be used to examine the factors influencing master's and bachelors' students. Further, the differences in the perceptions of the master and bachelor students were tested to study the performance of the private HE institutions.

This study suggests marketing strategies for private HE institutions in developing countries since the masters' intake of students has been declining. Findings of this study will help private universities in developing countries to enhance procedures and formalities of curriculum and functional operating systems to achieve Higher Education Success.

The purpose of this paper is to identify the different aspects of knowledge and how they associate with information security awareness (ISA). The paper also explores how ISA differs based on demographic characteristics.

Survey data was collected from 609 respondents in Malaysia.

The results show that increasing access to informal, multimedia learning mediums, declarative, schematic and strategic knowledge positively impacts an individual's ISA, whereas textual learning medium decreases the ISA. Respondents with different education levels significantly prefer different types of knowledge. Males learn better for ISA with schematic and strategic knowledge compared to females.

The research provides implications for governments and organizations in designing effective ISA campaigns.

Studies show that ISA is crucial in improving information systems policy compliance behavior. The literature has examined various topics ranging from the factors influencing the ISA to how ISA impacts information security behavior. However, there is a lack of study on how different aspects of knowledge impact ISA. This study identified various knowledge aspects from the literature and grouped them into the source, type of knowledge, emotion toward knowledge and learning medium.

In this chapter, I address the issues in doing a feminist ethnography based on the archives of a lesbian feminist community structured around music. In doing so, I grapple with questions central to archival research with marginalized social movement communities. I pose these questions as moments of interrogation where I draw on personal experience as well as literature on archival research to create a framework aimed at social movement researchers who are considering or doing archival work. These interrogations cover three broad areas and apply to different moments in the research process. First, what are the origin stories of social movement archives? Second, how can researchers construct the stories of marginalized and vulnerable communities? Third, how can we access the voices of community members found in the archives? To answer these questions, I identify how conceptual tools such as identifying community boundaries and documenting types of interaction can aid a scholar in the research process.

Inquiries, commissions, reviews and the promise of broader data collection about racial and gender disparities are now the reflex defensive responses from state institutions charged with grievous social harm, particularly in the UK. Recommendations from these exercises are rarely implemented. As criminologists, our ability to produce and analyse data that evidences or better illuminates social harm has long been a key offer of the discipline to activism.

How are we to respond to the very institutions activist criminologists seek to challenge immediately offering this very activity, invariably protracted and ineffectual, as a reflex response to activist challenge? This chapter explores this tension. Grounded in the work of groups struggling to end police stop and search, it considers the strategy impasse around research and data production that faces grassroots activists and their accomplice researchers. The chapter proposes new routes for collaboration and action across activist and criminologist communities that may help move past the ‘data trap’. In short, it seeks to answer: do activists need more evidence?

This study aims to study the mechanisms and conditions of users' intention to continue to use online health platforms from an information technology (IT) affordance perspective.

b This research proposes that a critical affordance effect on an online health platform, users' intention to continue the use of the platform, is affected by five platform affordances via two actualized affordances (i.e. perceived benefits (PBs) and online engagement (OE)). Perceived health threat moderates the effect generated by affordance actualization. A dataset involving 409 users from the “Ping An Health” platform was collected through an online survey and analyzed to validate the research hypotheses.

The data analysis results confirm that the proposed online health platform affordances affect users' PBs and OE, which influence users' intentions to continue using the platform. Perceived threats (perceived vulnerability (PVU) and perceived severity (PSE)) moderate the relationship between PBs and continuance intention (CI) and between OE and CI.

The research provides important recommendations for online health platform designers to develop IT affordances that can support users' needs for healthcare services.

Limited studies investigated why users continue participating in online diagnosis and treatment. This study provides a new perspective to expand the affordance framework by combining technology features and user health behavior. The study also emphasizes the importance of perceived threats in IT use.

Human resource (HR) process research emerged as a response to questions about how (bundles of) HR practices related to organizational outcomes. The goal of HR process research is to explain variability in employee and organization outcomes by focusing on how HR practices are intended (adopted) by senior managers, the way that these HR practices are implemented and communicated by line managers, and how employees perceive, understand, and attribute these HR practices. In the first part of this chapter, we present a review of 20 years of HR process research from the start, to how it developed, and is now maturing. Within the body of HR process research, several different research theoretical streams have emerged, which are largely studied in isolation without benefiting from each other. Therefore, in the second part of this chapter, we draw on previous work to propose a staged process model in which we integrate the different research streams of HR process research, recognizing contingencies in the model. This leads us to an agenda for future research and practical implications in the final part of the chapter.