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In contextualizing critical race theory (CRT), this chapter utilized prismatic inquiry to analyze a researcher–participant's story at different levels in education through a DisCrit lens, offering the “what, why, and how” of DisCrit as an analytical tool important to the everyday lives of educators and students. Using prismatic inquiry and a DisCrit lens, the anecdotal experiences of an educator were gathered, transcribed, examined, and analyzed. Lessons from this educator's experiences that emerged were aligned to existing research literature, viewed and further analyzed through a DisCrit lens, and synthesized to offer insights in improving the training of current and future educators, classroom teachers, and school leaders.

During the coronavirus disease 2019 (COVID-19) pandemic, ubiquitous social media has become a primary channel for information dissemination, social interactions and recreational activities. However, it remains unclear how social media usage influences nonpharmaceutical preventive behavior of individuals in response to the pandemic. This paper aims to explore the impacts of social media on COVID-19 preventive behaviors based on the theoretical lens of empowerment.

In this paper, survey data has been collected from 739 social media users in China to conduct structural equation modeling (SEM) analysis.

The results indicate that social media empowers individuals in terms of knowledge seeking, knowledge sharing, socializing and entertainment to promote preventive behaviors at the individual level by increasing each person's perception of collective efficacy and social cohesion. Meanwhile, social cohesion negatively impacts the relationship between collective efficacy and individual preventive behavior.

This study provides insights regarding the role of social media in crisis response and examines the role of collective beliefs in the influencing mechanism of social media. The results presented herein can be used to guide government agencies seeking to control the COVID-19 pandemic.

The purpose of this paper is to explore the success factors needed for the development of global human resources from both the organisation’s and expatriates’ perspectives in emerging eastern economies. Specifically, this study focuses on pre-expatriation preparation, during-expatriation adjustment and post-expatriation repatriation.

In total, 23 Taiwanese personnel contributed to this case study. Data collected from the focus group discussion and open-ended asynchronous email interviews was analysed using the content analysis approach.

The results of this study revealed four main selection criteria for the selection process and five desired preparation methods from the organisation and the expatriates’ perspectives.

This study makes two main contributions to cross-cultural related global human resources research. Firstly, this study deepens understanding on the pathway to developing culturally intelligent global human resources for successful mission accomplishment from both the organisation and expatriates’ perspectives based on a three-phase expatriation process in emerging eastern economies. Secondly, this study provides an insight into the best practices that HR practitioners can use in developing global human resources for expatriation.

The traditional courtyard shophouses modifications, alterations and deterioration over the years have become a source of concern to major stakeholders. In George Town World Heritage Site Malaysia, studies have shown that the worst hit among its various shophouses are the Straits Chinese traditional courtyard eclectic style shophouses. This paper investigates the traditional courtyard shophouses concerning the role of architectural formation design components, and how this can sustain the place identity of the Straits Chinese typology.

The methodological approach regards the collection of data and analysis of 30 face-to-face interviews and the observation of Lots number 3, 5 and 7, located along Lorong Ikan, George Town World Heritage Site.

It was found that these Lots express the place identity of the Straits Chinese, and its major exterior architecture components to be observed are the column head (Chi Tou) capital, parapet wall, bressummer beam and ionic column, and gable and gable ends.

This paper is limited to the role of architectural formation design components. Future research is needed to expand the scope of participant elements via a quantitative approach. This will enhance the validation of findings from this paper.

It is recommended the use of the proposed checklist to enhance the sustainability of the architectural components regarding the place identity of these styles of shophouses, which provides salutary lessons on how to preserve the heritage buildings. Also, major stakeholders with leading evidence from relevant government agencies should ensure the preservation of these cultural and heritage buildings for the next generation.

This paper found that the family beliefs and social impact were the components that express the place identity of the Straits Chinese.

This paper demonstrates that the role of architectural formation design components regarding place identity of Straits Chinese traditional courtyard eclectic style shophouses cannot be over-emphasised.

The purpose of the article is to examine whether, if Bernays can be cast as “Dr Jekyll”, the personification of “good”, respectable public relations, and Goebbels as “Mr Hyde”, “evil”, disreputable propaganda, a comparison of their writing and work provides an insight into public relations as an activity distinct from propaganda or rather adds weight to the conclusion that both are behaviours of “self-presentation for attention and advantage”.

A comparative analysis of writings and work of contemporaries, Bernays and Goebbels, gathered from original documents, speeches and interviews from the 1920s to the mid-1940s, as well as secondary academic and historical sources, was carried out. The analysis of their views on propaganda and “public relations” was organised using the point-by-point method.

The findings support the conclusion that both activities are behaviours of “self-presentation for attention and advantage”. For Bernays and Goebbels, public relations and propaganda were always self-advantaging communication that drew attention to the positive values and behaviours of the interests they represented and masked the negative ones.

There are striking parallels between contemporaries, Bernays and Goebbels, including working in public opinion management for their respective governments and embracing propaganda as a means of “engineering consent”. Yet, while Bernays has been lauded as the “father of public relations” and “the PR profession's first philosopher and intellectual”, Goebbels is remembered as a “master manipulator”, “probably the most overt and arguably the most important, exponent of propaganda in history”. To the researcher's knowledge, there are no other point-by-point analyses of their work with a view to distinguishing public relations as an activity distinct from propaganda.

Twenty-first century education has been reconfigured to keep up with growing societal shifts in an effort to support a wide variety of learners. As changes occur, the workload for teachers continues to expand with little to no support and resources within classroom spaces to keep up with the current times. Post pandemic, the expectations and systems have shifted emphasizing the need for more programming around social emotional learning and systems to help mitigate the learning disruption. The insurmountable pressure placed on teachers has led to a robust and persistent departure of the profession causing the entire education system to rethink the policies, structures, and systems that influence teacher burnout.

Social media (SM) is a new communication tool that substantially contribute to facilitating online hate speech (OHS). In emphasis of the question “what role can SM play in an individual’s life?”, this study aims to understand Bangladeshi university students’ personal experiences and opinions of OHSs related to SM.

The authors used an online survey method to collect data and retrieved responses from 410 students. Mann–Whitney U test, Kruskal–Wallis test and Spearman’s rank correlation analysis were used to test the hypotheses.

This study found that hate speech is a familiar term among students. Students’ political views or opinions, religion and gender have become the most targeted instruments for OHSs. Comparing students’ use of SM, the authors found that Facebook was the most used SM site to spread hate speech in Bangladesh. In terms of personal experiences, the findings indicated that 45.6% of students became victims of OHSs at least once or more times, and the majority of students tended to simply avoid OHSs. Another significant finding was that OHS has real-life effects on the students, resulting in various personal and psychological distress.

Although some research has been conducted on hate speech at the local level, to the best of the authors’ knowledge, no study has focused on the student community. To the best of the authors’ knowledge, this study is the first attempt in Bangladesh to focus on OHSs from a student’s personal viewpoint.

This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour?

Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test.

The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees.

Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.

A workplace bullying dynamic involving multiple individuals targeting victims can lead to the victim losing emotional bonds or affect-based trust with their colleagues, resulting in employee silence. The literature has largely ignored this negative aspect of social dynamics. This study aims to examine the relationship between workplace bullying and employee silence behaviors and determine whether affect-based trust mediates this relationship and whether climate for conflict management moderates the mediated relationship.

Hypotheses are tested using surveys and scenario-based experiments among faculty members in Indian Universities. There were 597 participants in the survey and 166 in the scenario-based experiment.

Results revealed that workplace bullying correlated positively with silence behaviors, and affect-based trust mediated the bullying-silence relationship. The hypothesized moderated mediation condition was partially supported as moderated the mediating pathway, i.e. indirect effects of workplace bullying on defensive silence and ineffectual silence via affect-based trust were weaker for employees with high climate for conflict management. However, the study failed to support the moderation of climate for conflict management in the relationship between workplace bullying and affect-based trust and workplace bullying and relational silence. The results of this moderated effect of climate for conflict management were similar in both studies.

This study is one of the few attempts to examine employee silence in response to workplace bullying in academia. Additionally, the study revealed a critical area of trust depletion associated with bullying and the importance of employee perceptions of fairness toward their institutions’ dispute resolution processes.

The hospitality industry is one of Ghana's key economic contributors. It is an industry that has significant indigenous investment. The sector also brings in foreign exchange for Ghana. In 2019, it generated $325 m through tourist visits. This makes the hospitality industry critical for the attraction of foreign direct investments. The research was therefore aimed at examining the business environment of the hospitality industry for evidence of negative factors that can hamper its greater contribution to the attainment of Goal 8 of the 17 Sustainable Development Goals of the UN such as guest-bullying and the incivility in hospitality occupations.

A convenience sampling method was used to select 346 samples out of the accessible 3,500 targeted population from 38 hotels in the capital city of Ghana, Accra, comprising of junior to senior employees of various departments. The questionnaires were scripted from a paper-based to digital format supported by the Opine software installed on tablets and smartphones, to enable complete adherence to all coronavirus disease 2019 (COVID-19) safety protocols. The study used a regression to ascertain the relationships between the dependent variables and the independent variables.

The study found the “Level of Permissiveness for Guests” positively and significantly “encouraged” guests to bully staff, while “Management and Staff Laxity” negatively but significantly explained guest bullying behaviour.

The study makes the first attempt in context to shed light on workplace bullying which represents one of the main factors that can inhibit or erode any gains or attempts to foster the achievement of Goal 8 of the 17 Sustainable Development Goals of the UN which is to create “Decent Work and Economic Growth”.