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The purpose of this paper is to clarify the nature of counterproductive work behavior (CWB) gender stereotypicality, and to consider whether despite efforts to systematically evaluate employees through formalized performance appraisal processes, gender-stereotypic bias is likely to enter into performance management systems.

Study 1 used archival data from 197 federal employees to explore actual punishment recommendations allocated to men and women who engaged in a variety of CWBs. Study 2 tested the causal effect of gender stereotypicality on punishment recommendations with 47 EMBA students who participated in a laboratory study.

Study 1 revealed an interaction between appellant gender and CWB stereotypicality with regard to termination decisions suggesting that women who engage in stereotypical (i.e. feminine) CWBs and men who engage in stereotypical (i.e. masculine) CWBs are more likely to be terminated than women and men who engage in gender counter-stereotypic CWB. Study 2 revealed that women (not men) tended to receive harsher punishment recommendations for stereotypical (i.e. feminine) CWB than for counter-stereotypical (i.e. masculine) CWB.

Findings illustrate that punishments are not universally extreme, as men and women are denigrated differentially depending on the stereotypicality of their behavior. The current research affirms that there are social constructions for evaluating performance that may continue to confound evaluations of performance.

This is one of the first studies to explore the gendered nature of CWB and supports the argument that prescriptive gender stereotypes shape reactions to CWBs.

The purpose of this study is to explore the exogenous and endogenous drivers of the high-growth of Unicorn start-ups along their life cycle, with a particular focus on Unicorns in the fintech industry.

The study employs an explorative longitudinal analysis with a matched-pair of two cases of Unicorns start-ups with similar antecedent features to understand holistically drivers over the longer term.

High-growth patterns over the longer term are the result of a combined industry- and company-life cycle perspective. Drivers and growth patterns vary significantly according to the time of entry in the industry and its development status. The findings are systematised within a set of propositions to be tested in future research.

The limitations lie in empirical evidence, as the analysis is limited to one-matched-pair. The revealed Unicorns' drivers for long-term growth might encourage future research to further investigate these drivers on a larger scale.

The study offers practical recommendations for start-ups with high-growth ambitions and advice to policy makers regarding the development of tailor-made support programs.

The study significantly extends extant work on growth and high-growth by examining endogenous and exogenous triggers over time and by linking the Unicorn-life cycle to the industry life cycle, an approach which has, to the best of the authors’ knowledge, not yet been applied.

Though trauma survivors sometimes emerge as leaders in prosocial causes related to their previous negative or traumatic experiences, little is known about this transition, and limited guidance is available for survivors who hope to make prosocial contributions. To understand what enables trauma-inspired prosocial leadership development, the transition narratives of seven trauma-inspired leaders who varied by global region, primary language, gender, ethnicity, religion, trauma type, and leadership area were analyzed. Using interpretative phenomenological analysis in an exploratory study, participants’ transitional journeys were examined through analysis of their autobiographies. Critical findings included frequent references by all participants to perspective enlargement (reframing a problem or context) and resilience to the negative, apathetic, or retaliatory responses to the mission (possibly learned through resilience to trauma itself). This study explores posttraumatic leadership conceptually and makes suggestions for leadership development among trauma-inspired survivors

This chapter explores the relationship between higher education leadership and humanizing pedagogy. It is premised on the assumption that higher education leadership, as a social construct, is both a philosophical problem and policy imperative. Yet, the fourth industrial revolution and artificial intelligence (AI) imperatives have far-reaching implications for the “dominant” higher education leadership theory and practice. With this in mind, this chapter advocates for a broader and culturally inclusive understanding of higher education leadership perspectives. Among others, this thesis is that in a developing country context such as South Africa, for example, the dominant approach of higher education leadership should be guided by the Ubuntu principles and humanizing pedagogy. The author argue that the humanizing pedagogy and Ubuntu principles, in a culturally diverse setting of the fourth industrial revolution era and AI, have the prospects of changing the current unacceptable levels of performance and bring change in a larger scale in higher education institutions.

Overwhelming evidence suggests that black lives have not and do not matter in the American workplace. In fact, disturbing themes of black labor dehumanization, exploitation and racial discrimination appear throughout history into the present-day workplace. Yet, curiously, organizations and organizational scholars largely ignore how racism and slavery have informed management practice (Cooke, 2003) and contemporary workplace racism. The authors address this gap, using the Black Lives Matter (BLM) movement as a platform. BLM is a social justice movement created in response to the pervasive racism experienced by black people. The purpose of this paper is to accomplish five goals, which are summarized in the following sections.

First, the authors outline historical themes of black labor dehumanization, exploitation and racial discrimination, providing specific examples to illustrate these themes and discussing their contemporary workplace implications. Second, key challenges that may arise as organizations seek to make black lives matter in the workplace are discussed. Third, the authors provide examples of organizations where black lives have mattered as an inspiration for how workplaces can affirm the humanity and self-actualization of black people.

Fourth, the authors provide organizations with helpful tools to truly make black lives matter in the workplace, using restorative justice as a framework to remedy workplace racism. Finally, while the paper is largely focused on business organizations, as two management scholars, the authors felt compelled to briefly articulate how academic scholarship might be influenced if black lives truly mattered in management scholarship and management education.

This paper begins to articulate how black lives matter in the workplace. The goal is to intervene and upend the exploitation of black workers so that they are finally recognized for their worth and value and treated as such. The authors have provided historical context to illustrate that contemporary workplace racism is rooted in the historical exploitation of black people from enslavement to contemporary instances of labor exploitation. The authors offer a restorative justice framework as a mechanism to redress workplace racism, being careful to outline key challenges with implementing the framework. The authors concluded with steps that organizations may consider as they work to repair the harm of workplace racism and rebuild trust amongst employees. Specifically, the authors discuss the benefits of organizational interventions that provide intergroup contact with an emphasis on perspective taking, and present a case example and suggested key indicators that black lives matter in today’s workplace.

The objective of this study is to identify research gaps related to skills required for Industry 4.0, considering research in the context of Brazilian undergraduate courses. In this sense, the question of this study was established: What are the educational gaps related to skills required in Industry 4.0 context, considering considering research in the previously mentioned?

To answer this question, the ten top work-related skills required for professionals in Industry 4.0 published by the World Economic Forum were used to perform a systematic literature review. From this review, 100 articles were found in the searched databases. From them, 18 were within the research scope.

Through an analysis of their content, it was possible to verify that, from the 10 skills analyzed, only six were identified in the articles. That is, no research was found for: people management, service orientation, negotiation, and cognitive flexibility. Additionally, there are undergraduate courses that are not considered in current researches and should be analyzed.

The gaps pointed out in this study are relevant to guide future analyzes of the Brazilian educational model and may provide insights for research in other countries.

Caring for older adults is an increasingly complex and multi-dimensional global concern. This article provides a comprehensive definition of the older adult care experience and discusses its key components to help practitioners deliver older adult-centered care to maximize well-being outcomes for older adults.

Based on prior research on service operations, service experience, person-centered care and the unique, evolving needs of older adults regarding their care, this paper develops a conceptual framework in which the older adult care experience is the central construct, and key dimensions of well-being are the outcomes.

The older adult care experience is shaped by older adults' perceptions and evaluations of the care that they receive. Older adult-centered care has autonomy, dignity, unique needs and social environment as its core dimensions and results in those older adults feel empowered, respected, engaged and connected as part of their experience. The article also discusses how such experience can be evaluated by using quality dimensions from service operations, hospitality and healthcare contexts, and challenges that service firms may face in creating older adult care experience.

Given the changing demographics and unique needs of older adults, it is an imperative for academics and practitioners to have an understanding of what determines older adult care experience to better serve them. Such understanding is important as by creating and fostering older adult care experience, service organizations can contribute to individual and societal well-being.

To the authors' best knowledge, this is the first paper to provide a comprehensive conceptualization of the older adult care experience.

Post-millennial youths are well equipped with internet technology and computers since birth and find it easier to operate computers and technologies than their previous generations. With the advancement of technology, the ethical dilemma associated with its use has evolved. This paper aims to develop and validate a measurement scale for the ethical orientation of post-millennial technology usage by capturing the key factors that best describe the behavior adopted by students.

A systematic scale development procedure was used, involving both reviews of the literature and focus group discussions to generate the items that specify the domain of this study. After generating items, exploratory factor analysis and confirmatory factor analysis were applied to identify latent constructs of techno-ethical orientation. Lastly, the scale was subjected to reliability and validity testing.

The study found that the techno-ethical orientation scale has five dimensions: privacy concerns, classroom behavior, accessibility dilemma, social media usage and assignment ethics. Overall, a scale comprising 17 statements was derived.

The findings of our study attempt to augment the growing efforts to explore all facets of techno-ethics. It is probably the first attempt to develop a valid and reliable scale for the techno-ethical orientation of post-millennial.

This scale could be used by academicians and practitioners to assess the techno-ethical orientation of post-millennial for positive interventions.

This study derives a new reliable and valid scale for measuring the techno-ethical orientation of post-millennial toward technology usage.