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The aim of this paper is to investigate the feasibility of using the core conflictual relationship theme (CCRT) method, used to assess relationship patterns and interpersonal schemas, within a small group of men who had intellectual and developmental disabilities (IDD). The relationship anecdote paradigm interview, with minor adaptation, was used to collect material from participants necessary to generate a CCRT. CCRTs formulated in the study are described and consideration is given to the potential clinical application of CCRT method in this patient group.

A small sample of four men with IDD was taken from a medium-low secure forensic service. Initial interviews, necessary to elicit narrative anecdotes for CCRT formulation, were conducted at the start of a psychotherapeutic treatment study. Trained judges completed a CCRT formulation for each participant.

Participants in the study were able to provide personal information necessary to formulate a CCRT. Unexpected common themes were shared in participants who had committed contact sexual offences, this differed from a participant with autistic spectrum disorder who had committed a non-contact sexual offence. The CCRT method can be feasibly used in a mild IDD population. The CCRT method is clinically relevant and provides an opportunity for the exploration of clinical micro-theories related to interpersonal schemas found in offenders who have IDD.

This is the first study, to our knowledge, reporting results of the CCRT method with adults who have mild intellectual disabilities.

This issue is a selected bibliography covering the subject of leadership.

Social Cognitive Career Theory (SCCT; Lent, Brown, and Hackett 1994, 1996) proposes that career interests, goals, and choices are related to self-efficacy beliefs and outcome expectations. It suggests that peopleʼs self-efficacy beliefs and outcome expectations with regard to self-employment would predict their goals to become selfemployed. This study explores the ability of SCCT to predict goals for self-employment in a sample of 115 undergraduate business students. Results indicated that students with higher entrepreneurial self-efficacy and higher self-employment outcome expectations had higher intentions to become self-employed. These findings imply that educators and policy-makers may boost student entrepreneurial intentions by (1) enhancing studentsʼ confidence to succeed in an entrepreneurial career and (2) enhancing studentsʼ expectations of strong positive outcomes resulting from an entrepreneurial career

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

We investigate outcomes associated with the turnover of unskilled workers, isolating its effects on revenue, cost, and profit. Little attention from researchers has been given to unskilled workers, a significant portion of the workforce.

This study investigates the relation between turnover among unskilled workers and financial performance using data from 527 hotels owned by the same lodging chain. The workers in our sample are full-time housekeepers and front desk attendants.

We find that the relation between turnover and performance differs by turnover type (voluntary vs. involuntary) and category of unskilled worker, reiterating the need to differentiate between turnover type and the importance of context in studying turnover. We challenge the assumption that voluntary turnover is categorically harmful and our results for front desk attendants support the view that organizations choose turnover levels that maximize performance. We also provide new evidence on the effects of involuntary turnover. Contrary to the established notion that dismissing less able employees should improve performance, we find that involuntary turnover has negative consequences.

Our results demonstrate the importance of distinguishing voluntary turnover from involuntary turnover and the need to include both in models predicting turnover’s performance effects.

In the academic field of business management, several potential theories were established during the last decades to explain companies' decisions, organizational behavior, consumer patterns, and internationalization, among others. As a result, businesses and scholars were able to analyze and decide based on theoretical approaches to explain the current conditions of the market. Secondary research was conducted to collect more than 36 management theories. This chapter aims to develop the most famous theories related to business applied in the international field. The novelty of this chapter relies on the compilation of recognized previous research studies from the academic literature and evidence in international business.