Search results

Men have not traditionally been considered a viable target market for most household purchases and, thus, for coupon distribution. However, with significant social changes over the last several decades, men may offer an opportunity for sales growth in many product categories. This study surveyed 206 males and females to identify gender differences in products purchased, frequency of coupon use by product type, and coupon source. The study also used demographics and parental coupon use to profile gender differences. Men were found to play a major role in household purchases, particularly for groceries, and to be light users of coupons overall. Men also were found to purchase more online products and more food delivery services than women but to use fewer coupons. Men were, however, found to be heavy users of grocery store loyalty cards.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

The purpose of this paper is to investigate how recruiters at a college career fair perceive sustainability and the knowledge business graduates should have about it. It reports on how recruiters understand sustainability and perceive their organization’s engagement and resulting expectations for new hires. The results indicate that recruiters neither understand sustainability well, nor are suitably informed of their organizations’ needs with respect to this topic. Educators, as a consequence, face a dilemma of how to craft adequate educational experiences, as employer needs are not clearly expressed. The paper concludes with suggestions on how educational institutions can nevertheless proceed with offerings in sustainability education.

The study was performed by conducting personal, structured interviews at a college career fair.

While most respondents considered sustainability to be an important topic, there appears to be a lack of thorough understanding of sustainability. Recruiters were not overly informed about their organizations’ position and efforts toward sustainability. They considered it to be important that students learn about sustainability, but preferences for educational tools were not aligned with expected depth of knowledge. This leaves educators in search of guidance on how to align educational offerings with organizational needs.

As a pilot study, the total number of interviewed organizations was low, and therefore, the results should not be over-interpreted. The findings nevertheless point to a clear disconnect between organizations’ expressed needs for adequate trained personal and their ability to define what they are looking for. These results encourage more research to develop a better link between company strategy toward sustainability, recruiter’s know-how of it and concise expectations in new hires that could be mirrored in educational offerings.

Human resources play a critical role in providing organizations with the capabilities to become more sustainable. Organizations need to develop concise recruitment policies that better communicate what they are looking for, as well as educational programs for recruiters to ensure future hiring fulfills critical needs.

This paper closes a gap in the literature as it includes a thus-far ignored stakeholder group, namely recruiters; into the research on how to align organizational needs with the development of adequate educational offerings that generate future leaders and managers well-versed in sustainability.

Consumers are becoming increasingly concerned about the privacy of their personal information and information about their purchase behaviors. The current study examines the extent to which consumers are concerned with how their personal information is collected and used, their awareness and knowledge of data collection practices using discount (loyalty) cards, the relationship between demographics and privacy concerns, and the relationship between privacy concerns and purchase behaviors. Results from a telephone survey of 480 consumers suggest that even though consumers are concerned about how personal information is collected and used, very few consumers are aware of how discount (loyalty) cards are used to collect personal level purchase data. Results also suggest that concerns about the use of personal information vary by demographic market segments, and that privacy concerns are significantly related to consumers’ purchasing behaviors on the Internet.

To examine the Equity Sensitivity Instrument (ESI) and the Equity Preference Questionnaire (EPQ) in a single study in order to see how the two measures are related, as well as how they relate to other variables, in an effort to identify which scale constitutes a better measure of the equity sensitivity construct.

Using a self‐report questionnaire with two samples, 164 students and 186 non‐students, we analyzed the convergent and discriminant validity of the ESI and the EPQ with established measures of Machiavellianism and Positive Affect/Negative Affect. Additionally, the study examined the factor structures of the ESI and the EPQ.

The summated ESI and EPQ scales showed little correlation with each other. Factor analysis of the scales revealed that the EPQ was multidimensional, while the ESI was unidimensional. Mixed findings among factor correlations precluded a definitive assessment of convergent or discriminant validity for the two scales. Many studies limit their investigation to a single population – either students or the general population – yet this study found significant differences in students' scores when compared to non‐students' scores.

This study uses a single self‐administered survey with two samples to examine equity sensitivity; as such, it suffers from the same potential for mono‐method bias as have previous studies on this topic. Differences between student and non‐student responses raise serious concerns; is the difference an artifact of flawed scales, is it indicative of a trait that is situational or that may evolve over time and experience, or is it the result of an anomalous sample? Additional research is needed to tease apart these issues.

This study highlights the differences between two scales purported to measure the same construct. The multidimensionality of the EPQ together with the lack of substantial correlation with the ESI lead one to conclude that the EPQ, while originally proposed to remedy problems with the ESI, has serious weaknesses itself. There is a critical need for further research on how to best measure this important construct.

State and national standards compel teachers to introduce historical topics through multiple diverse texts, emphasizing the use of informational texts. Trade books allow teachers to meet these standards while also meeting the needs of diverse students. Primary sources serve as an additional curricular resource filling the gaps in information not covered by textbooks and trade books and allowing students to gain a more complete and accurate understanding of historical figures and events. Standards leave the selection and implementation of appropriate trade books, primary sources, and other curricular resources to the classroom teacher. In this research, I qualify and quantify how President Andrew Jackson, a very controversial historical figure, is portrayed in trade books. Misrepresentations within trade books concerning Jackson are reported and analyzed. Suggestions and a rationale for trade book and primary source selection and implementation in elementary, middle, and secondary school are addressed.

We examined the role gender plays in managerial stereotypes and changes that have occurred in the US for executive women in the workforce. We also investigated factors and personality traits that affect advancement into upper management for all executives and those that affect women in particular. Despite increased organisational sensitivity, public policies, and equal rights legislation, women continue to be underrepresented in corporate America. Pay increases and promotions for females have not kept pace with those for men. Study results also indicate that managerial womenwho juggle jobs and family life benefit from these multiple roles, but women who put off marriage and family to build top‐level careers suffer in later years from greatly reduced chances of finding spouses and having children. Further adaptation of organisational culture in the new economy, weakening of the glass ceiling phenomenon, and family friendly work policies may alleviate some of the difficulties experienced by women who want it all.

New models of career management require individuals to harvest as much learning as possible from situations wherever and whenever feedback is possible. The purpose of this study was to investigate the influence of positive affect (liking) on feedback giving behavior since authors have suggested a potential bias but little empirical evidence exists on the topic.

Data were collected from 77 trainer‐trainee dyads in a formal field‐based training program over a 60‐day period. Additionally, critical incidents accounts of career setbacks were collected from MBA students and consulting clients.

Less positive and less specific feedback was reportedly given to liked individuals, compared to disliked individuals, when performance was not attributed to internal causes. Also, an interaction between performance level and affective relationship explained amounts of negative feedback received in low internal attribution group. Less liked trainees received similar amounts of negative feedback despite performance level, while more liked trainees received more negative feedback when performing poorly than when performing well. The qualitative data support quantitative findings and add insights into why liked individuals receive less feedback of the nature that can further enhance career development.

Liked individuals need to be especially vigilant in pursuing feedback necessary for personal development. Managers should be encouraged to monitor the amount of critical feedback given to liked and disliked employees. Specific suggestions are offered.

Objective performance measures may not be available in other field settings. Even so, an objective performance assessment is what is needed to understand the full impact of positive affect on feedback giving behavior and subsequently, personal development.

Few studies regarding feedback giving behavior exist. The only previous study found that investigated the role of positive affect in feedback giving behavior was a lab study dealing only with poor performers. This field study shows how attributions interact with positive affect in feedback giving behavior while controlling for a natural range of performance. More importantly, this study adds a caveat to LMX findings about the advantages of a positive affective relationship.

The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the RSR review column, “Recent Reference Books,” by Frances Neel Cheney. “Reference Books in Print” includes all additional books received prior to the inclusion deadline established for this issue. Appearance in this column does not preclude a later review in RSR. Publishers are urged to send a copy of all new reference books directly to RSR as soon as published, for immediate listing in “Reference Books in Print.” Reference books with imprints older than two years will not be included (with the exception of current reprints or older books newly acquired for distribution by another publisher). The column shall also occasionally include library science or other library related publications of other than a reference character.