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Most of us believe that entrepreneurs are special. We do this because both scholars and practitioners tell us so.

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

This paper proposes to rethink the concepts of relevance and usefulness and their relation to the theory–practice gap in management research.

On the basis of the cognitive-linguistic relevance theory or inferential pragmatics, supplemented by insights from information science, we define relevance as a general conceptual category, while reserving usefulness for the instrumental application in a particular case.

There is no reason to hold onto the difference between theoretical and practical relevance, nor to distinguish between instrumental and conceptual relevance.

This novel approach will help to clarify the confusion in the field and contribute to a better understanding of the added value of management research.

The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.

Introduces and annotates English-language periodical articles, monographs and other materials on library instruction and information literacy published in 2013.

Provides information about each source, discusses the characteristics of current scholarship and describes sources that contain unique scholarly contributions and quality reproductions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.

The idea that a significant portion of what consumers do, feel, and think is driven by automatic (or “implicit”) cognitive processes has sparked a wave of interest in the development of assessment tools that (attempt to) capture cognitive processes under automaticity conditions (also known as “implicit measures”). However, as more and more implicit measures are developed, it is becoming increasingly difficult for consumer scientists and marketing professionals to select the most appropriate tool for a specific research question. We therefore present a systematic overview of the criteria that can be used to evaluate and compare different implicit measures, including their structural characteristics, the extent to which (and the way in which) they qualify as “implicit,” as well as more practical considerations such as ease of implementation and the user experience of the respondents. As an example, we apply these criteria to four implicit measures that are (or have the potential to become) popular in marketing research (i.e., the implicit association test, the evaluative priming task, the affect misattribution procedure, and the propositional evaluation paradigm).

Data visualizations in some form or another have served as decision-support tools for many centuries. In conjunction with advancements in information technology, data visualizations have become more accessible and more efficient to generate. In fact, virtually all enterprise resource planning and human resource (HR) information system vendors offer off-the-shelf data visualizations as part of decision-support dashboards as well as stand-alone images and displays for reporting. Plus, advances in programing languages and software such as Tableau, Microsoft Power BI, R, and Python have expanded the possibilities of fully customized graphics. Despite the proliferation of data visualization, relatively little is known about how to design data visualizations for displaying different types of HR data to different user groups, for different purposes, and with the overarching goal of improving the ways in which users comprehend and interpret data visualizations for decision-making purposes. To understand the state of science and practice as they relate to HR data visualizations and data visualizations in general, we review the literature on data visualizations across disciplines and offer an organizing framework that emphasizes the roles data visualization characteristics (e.g., display type, features), user characteristics (e.g., experience, individual differences), tasks, and objectives (e.g., compare values) play in user comprehension, interpretation, and decision-making. Finally, we close by proposing future directions for science and practice.

The purpose of this paper is to examine the extent to which risk is addressed in the risk management planning process of those convicted of sexual offending.

Data were collected from a risk assessment and management system called the Offender Assessment System (OASys), used by the National Offender Management Service, in England and Wales. The records of 216 clients were accessed and each risk management plan analysed. The study aimed to understand if first, general and sexual risk factors identified by assessors were recorded and detailed in subsequent plans; second, if specialist sexual offending risk assessment tools were used to inform risk management strategies; and third, if both a balance of control and support mechanisms were in place to tackle identified risk and needs of clients.

Inconsistencies were found in relation to practitioners transposing risks identified, into the subsequent risk management plans. Strategies were therefore deemed, inadequate as there was a significant omission of the use of specialist sexual risk assessment tools to inform and ensure risk assessment to be robust. In addition risk management plans were often overbearing in nature, as assessors tended to utilise control strategies to assist the reintegration process, in contrast to a combination of both control and support.

This sample was taken from only one probation trust in England and Wales. The findings might therefore be unique to this organisation rather than be representative of national practice. This study should therefore, be replicated in a number of other probation areas. In addition, it is important to note that this study only reviewed one electronic tool used by practitioners. Therefore, while it might appear for example that the RM2000 tool was not routinely completed; this cannot be assumed as practitioners might have adopted local custom and practice, recording RM2000 scores elsewhere.

These findings highlight the need for some understanding as to why there is a lack of consistency throughout the risk management planning process. Practitioners should receive ongoing risk management training, development and supportive supervision. In particular, practitioners require supervision that supports and develops their skills when applying RM2000 classifications to their clients’ risk management plans. Likewise initiatives which develop practitioner’s awareness and application of strengths based approaches such as the Good Lives Model should be encouraged. These will help practitioners develop plans that address both the risks while supporting their development of the strengths a client presents.

To the authors’ knowledge, this is the first study of its kind, which examines the risk management plans of those convicted of sexual offending, completed by practitioners in England and Wales using the OASys tool.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides: