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The purpose of this paper is to determine if the homepage of a web site is representative of the whole site with respect to accessibility.

The paper presents an intraclass correlation (ICC) between homepage web accessibility barrier (WAB) scores and the WAB scores of web site levels 1 through 3 for 33 popular web sites.

The paper finds that the homepage is not sufficient to detect the accessibility of the web site. ICC of the homepage and average of levels 1‐3 is 0.250 (p=0.062) and ICC of levels 1, 2, and 3 is 0.784 (p<0.0001). Evaluating the homepage and first‐level pages gives more accurate results of entire site accessibility.

This is first study correlating homepage accessibility with web site accessibility.

The purpose of this paper is to provide an update on the implementation of web accessibility guidelines at Kentucky academic library web sites.

The academic library home pages of Bachelor‐degree granting institutions of Kentucky were tested for accessibility compliance using an online automated program. In addition, a series of manual accessibility tests were performed. Data were collected on errors against accessibility guidelines for each site. Data collected in 2003 were compared to data collected in 2007.

The number of library home pages complying with basic accessibility guidelines is increasing. However, most sites that score well are built to comply with checkpoints that can be tested automatically. Few institutions included accessibility features which required manual verification.

This study relies largely on data collected with an imperfect accessibility‐checking software program. Some accessibility checkpoints can appear to be satisfied using automated accessibility tests despite the presence of accessibility barrier beings. Also, minor errors against accessibility guidelines are not distinguished from major accessibility barriers.

This study provides an impetus for web developers to aim higher than the automated accessibility checkpoints. It demonstrates a limited number of manual accessibility checkpoints that can be objectively tested.

This paper looks beyond accessibility guidelines that can be tested automatically to see if accessibility guidelines for which manual tests must be performed are being implemented. This study is one of the very few published follow‐up studies of web accessibility.

Using Internet Archive's Wayback Machine, higher education web sites were retrospectively analyzed to study the effects that technological advances in web design have had on accessibility for persons with disabilities.

A convenience sample of higher education web sites was studied for years 1997‐2002. The homepage and pages 1‐level down were evaluated. Web accessibility barrier (WAB) and complexity scores were calculated. Repeated measures analysis of variance (ANOVA) was used to determine trends in the data and Pearson's correlation (r) was computed to evaluate the relationship between accessibility and complexity.

Higher education web sites become progressively inaccessible as complexity increases.

The WAB score is a proxy of web accessibility. While the WAB score can give an indication of the accessibility of a web site, it cannot differentiate between barriers posing minimal limitations and those posing absolute inaccessibility. A future study is planned to have users with disabilities examine web sites with differing WAB scores to correlate how well the WAB score is gauging accessibility of web sites from the perspective of the user.

Findings from studies such as this can lead to improved guidelines, policies, and overall awareness of web accessibility for persons with disabilities.

There are limited studies that have taken a longitudinal look at the accessibility of web sites and explored the reasons for the trend of decreasing accessibility.

Based on the argument that employees cannot be empowered until they are competent performers, illustrates how on‐the‐job training (OJT) is essential to operationalizing learning organization concepts. While not a lost art, OJT needs to be revisited as a cornerstone of training theory and practice. Outlines the steps in OJT, therefore, within the learning organization context.

Louisiana State University (LSU)’s Office of Strategic Initiatives (OSI) is an award-winning office devoted to developing effective, educational approaches that incorporate guidance and exploration, increase students’ academic standing, and support measures to improve the institution’s diversity, predominantly in science, technology, engineering, and mathematics (STEM) departments. Through the incorporation of three main factors, Mentoring, Education, and Research, OSI has developed a holistic development model that offers students strategies to overcome those factors that affect their persistence in STEM. OSI houses several programs with a diverse population of students ranging from the high school to doctoral levels. Although varied in student population, these programs unite under the holistic development model to provide support and opportunities to students at each critical educational juncture. OSI’s holistic approach has successfully supported over 135 high school, 560 undergraduate, and 100 graduate students. Of the 560 undergraduate students served, 51% were underrepresented minorities and 55% were women. The undergraduate initiatives have garnered 445 bachelor’s degrees, with 395 degrees from STEM disciplines, and an impressive overall graduation rate ranging from 64% to 84%. Through all of the remarkable work performed in OSI, the greatest accomplishment has been the capacity to offer students from mixed backgrounds tools and strategies to thrive at any point in their academic career.

The purpose of this study is (1) to confirm the relationship between the two dimensions of social desirability (pretending and denying), self-reported stress and health reports in police officers and (2) to assess whether dysfunctions in basal cortisol profiles are related to social desirability.

Social desirability is known to influence how individuals respond to sensitive topics, such as questions concerning health in the workplace, and has usually been defined according to two dimensions: pretending and denying. However, it is not known whether social desirability is only a bias in responding to health surveys or a more general attitude of denying problems and pretending to be stronger than one is in the everyday life. If the latter is true, social desirability may have important health implications, and underlying mechanisms must be described. In total, 77 police officers completed questionnaires measuring social desirability (denying and pretending), perceived stress as well as mental and somatic health symptoms. They were further instructed to collect saliva samples for cortisol concentrations assays.

These preliminary results showed that denying was negatively related to the report of stress and health symptoms. Furthermore, police officers higher in pretending showed a flatter diurnal cortisol slope.

The correlation between dysregulation of the hypothalmic-pituitary-adrenal (HPA) axis, as expressed by a flatter cortisol slope, and a higher score in the pretending subscale suggests that looking for social approval by inflating one's capacities is related to chronic work-related stress, making the individual more vulnerable to stress-related disease.

To study the potential health-relevant consequences and underlying mechanisms of social desirability bias related to police culture by including stress biomarkers.

This chapter explores the timeline of Lieutenant Colonel Myer’s year in military command and how the culture was significantly impacted by her reign of terror and toxic leadership (Reed, 2004). A once jovial and productive organization, quickly after Myer’s assumed command the military squadron took on an appearance of disenchantment and mistrust of authority. Eventually, due to Myer’s toxic leadership practices, organizational cohesiveness and performance eroded, and new employee groups formed in an effort to feel less vulnerable and attempt to find solidarity in numbers and neutralize Myer’s destructive leadership (Konopaske, Ivancevich, & Matteson, 2018; Milosevic, Maric, & Loncar, 2019). In the end, and after several horrific events, many groups pushed upwards, broke the chain of command, and demanded that Myers be removed from command.

Presents a critical account of the implementation of the Management NVQ in three case study companies. Deals with two main themes: first, the way in which the candidates reacted to the management standards, reinterpreting their own roles and adopting the concept of a “real” manager, and second, the way working towards the NVQ changed the candidates’ work practices. The “paradox of consequences” inherent in the qualification is highlighted as the apparently rational and “relevant” competences result in distinctly irrelevant activities and it is argued that, rather than representing a model of best practice the “management competences” are, at best, irrelevant and at worst, actively harmful.

A critical assumption of the organizational leadership literature is that leaders want to engage in effective leadership behaviors (Gilbert and Kelloway, 2014). However, leaders may vary in their motivation to be effective in a leadership role, leading to different levels of performance. Drawing on self-determination theory, the authors address the question of what motivates leaders to engage in transformational leadership behaviors (Gilbert et al., 2016). The paper aims to discuss these issues.

The current study examined the effects of self-determined leader motivation for transformational leadership on aggregated follower leadership ratings using a sample of 37 leaders matched with 179 followers in two organizations.

Results show how leaders’ own motivation relates to followers’ perceptions of leader behavior, and specifically that, across contexts, some autonomous levels of leader motivation are positively related to follower perceptions of leaders’ active-constructive leadership and negatively related to follower perceptions of passive avoidant leadership.

The research is limited by a small level-two sample size and cross-sectional design. The results suggest that some forms of leader motivation relate to follower ratings of leadership behavior.

This study is the first to examine how self-determined motivation for transformational leadership predicts follower perceptions of leadership behavior using a multilevel design.