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The purpose of this paper is to provide a comprehensive review of the respondents’ fraud phenomenon in online panel surveys, delineate data quality issues from surveys of broad and narrow populations, alert fellow researchers about higher incidence of respondents’ fraud in online panel surveys of narrow populations, such as logistics professionals and recommend ways to protect the quality of data received from such surveys.

This general review paper has two parts, namely, descriptive and instructional. The current state of online survey and panel data use in supply chain research is examined first through a survey method literature review. Then, a more focused understanding of the phenomenon of fraud in surveys is provided through an analysis of online panel industry literature and psychological academic literature. Common survey design and data cleaning recommendations are critically assessed for their applicability to narrow populations. A survey of warehouse professionals is used to illustrate fraud detection techniques and glean additional, supply chain specific data protection recommendations.

Surveys of narrow populations, such as those typically targeted by supply chain researchers, are much more prone to respondents’ fraud. To protect and clean survey data, supply chain researchers need to use many measures that are different from those commonly recommended in methodological survey literature.

For the first time, the need to distinguish between narrow and broad population surveys has been stated when it comes to data quality issues. The confusion and previously reported “mixed results” from literature reviews on the subject have been explained and a clear direction for future research is suggested: the two categories should be considered separately.

Specific fraud protection advice is provided to supply chain researchers on the strategic choices and specific aspects for all phases of surveying narrow populations, namely, survey preparation, administration and data cleaning.

This paper can greatly benefit researchers in several ways. It provides a comprehensive review and analysis of respondents’ fraud in online surveys, an issue poorly understood and rarely addressed in academic research. Drawing from literature from several fields, this paper, for the first time in literature, offers a systematic set of recommendations for narrow population surveys by clearly contrasting them with general population surveys.

Careless responders are respondents who lack the motivation to answer survey questions accurately. Empirical findings can be significantly distorted when some respondents devote insufficient effort to the survey task, and researchers therefore attempt to identify such respondents. Many measures of careless responding have been suggested in the literature, but researchers frequently struggle with the selection and appropriate use of the available methods. This chapter offers a classification of existing measures of careless responding along two dimensions and presents a conceptual discussion of their relative strengths and weaknesses. An empirical study demonstrates how the various measures can be used to identify careless responders and how these measures are related to each other.

Complex mixed metallurgy multilayers require a very robust dielectric to withstand shorting or blistering effects, together with high density for long‐term reliability in humid environments. The development and performance of a new multilayer dielectric which meets these needs is presented here. A dielectric frit chemistry has been developed with a view to eliminating short circuits and blistering induced by the proximity of dissimilar metallurgies on multiple refiring. Appropriate filler technology has also been developed to optimise dielectric density, toughness and laser‐trim properties. High density has yielded excellent HBT (High Bias Temperature) and HHBT (High Humidity Bias Test) performance. Data on multilayer circuit bowing are presented which take account of the interaction of conductor frit and the dielectric on firing. Silver conductor is employed in inner layers to optimise conductivity and cost. A new 1:3 PdAg conductor for termination of components and resistors also permits heavy Al wire bonding with good aged performance. 25 µm Au and 37 µm Al wire bonding is facilitated by gold conductor on dielectric. The laser trim characteristics of a new resistor series on dielectric are described. The materials system has been tested in a complex multilayer structure which, with the use of a new silver via fill conductor, resulted in defect‐free circuits with zero yield loss.

All too often, efforts to help a senior executive team become more effective through traditional teambuilding and feedback activities fail miserably. Traditional 3608 feedback may provide some useful information but these instruments can fall short in demonstrating the impact of individual and collective senior management behavior on the rest of the organization. The Management Mirror is a process that explores that impact indepth. It is tied directly to the organization’s business needs and strategy. Since the Management Mirror process is deliberately provocative, it shows how senior management behavior aids or impedes accomplishment of desired business results. Our contention is that the collected data on each senior manager is, by its nature, irrefutable and is as immune as possible to what we call “creative reinterpretation”. The whole process forces a level of disclosure and interdependency top executives have seldom experienced. Above all, it moves them to take action in the best interest of the organization.

In this paper, it is shown that the so‐called in‐situ electrical measurement technique is a valuable tool for understanding failure mechanisms in thick film dielectrics. The technique makes it possible to measure important electrical characteristics of thick film dielectric systems in the temperature range from room temperature up to 900°C. This information is essential to understand failure mechanisms and to optimise the system with respect to quality and reliability. Mainly two electrical properties have been investigated: (i) the electrical resistance of the dielectric as a function of temperature and (ii) the spontaneous electromotive force occurring at higher temperatures between two metal layers with the dielectric in between. A significant result of the work is the observation of a close correlation between the leakage current measured through the dielectric at elevated temperatures, and the ability of the dielectric to resist shorting and blistering effects during the preparation of circuits. Secondly, from in‐situ voltage measurements, it was confirmed that the mixed metallurgy system Au(bottom)‐dielectric‐Ag(top) acts at 850°C as a spontaneous battery, and the battery voltage (i.e., the spontaneous electromotive force) was measured. Depending on the type of dielectric, a battery voltage up to 200 mV between the two metal layers was observed. As a result of this spontaneous electromotive force, blistering occurs. The battery voltage was shown to be much smaller in unmixed metallurgy systems with Ag(bottom)‐dielectric‐Ag(top) or Au(bottom)‐dielectric‐Au(top). However, if an external voltage of 300 mV is applied to such a system during a temperature profile up to 850°C, blisters can also be induced. This shows unambiguously that blistering is a voltage driven effect.

Employees as citizens and companies as part of our society have to deal with the implications of grand challenges such as the global climate change or the COVID-19 pandemic in this turbulent twenty-first century. Internal versus external Corporate Social Responsibility (CSR) acquires an integrative element of sustainable business strategies. Human Resource Management (HRM) contributes by defining modern internal Workplace CSR concepts for supporting sustainable business strategies. The focus of the sustainable HRM strategy is the employees as the key asset of companies, applying especially to those who are particularly talented as future leadership successors and CSR ambassadors. On the basis of the current Green HRM and Workplace CSR review, theoretical and practical implications are concluded to foster Workplace CSR strategy as part of a modern working culture and an integrative HRM frame. The COVID-19 pandemic as an accelerator of Green and social transformation is also discussed in the context of this sustainable HRM framework.

The concept of touristic space is continually evolving, due to the advent of new technologies. Today, physical space and virtual space are interwoven, creating a phenomenon that can be described using the term ‘phygital’. The perception of touristic space as well as the interaction with it has been altered by phygital appearances and changing travel behaviour. While interaction with the touristic space previously only occupied a physical dimension, virtual information now enriches all stages of the customer journey (CJ). Hence, this chapter deals with new technologies, analysing their impact on the perception of touristic space for the traveller throughout the whole CJ. Thereby Augmented Reality and Virtual Reality are cited as examples of state-of-the-art technologies, which wield a direct perceptional impact, as they have the power to blend together one’s perception of real and virtual space.

The purpose of this paper is to investigate the effect of insufficient effort responding (IER) on construct validity of student evaluations of teaching (SET) in higher education.

A total of 13,340 SET surveys collected by a major Jordanian university to assess teaching effectiveness were analyzed in this study. The detection method was used to detect IER, and the construct (factorial) validity was assessed using confirmatory factor analysis (CFA) and principal component analysis (PCA) before and after removing detected IER.

The results of this study show that 2,160 SET surveys were flagged as insufficient effort responses out of 13,340 surveys. This figure represents 16.2 percent of the sample. Moreover, the results of CFA and PCA show that removing detected IER statistically enhanced the construct (factorial) validity of the SET survey.

Since IER responses are often ignored by researchers and practitioners in industrial and organizational psychology (Liu et al., 2013), the results of this study strongly suggest that higher education administrations should give the necessary attention to IER responses, as SET results are used in making critical decisions

The results of the current study recommend universities to carefully design online SET surveys, and provide the students with clear instructions in order to minimize students’ engagement in IER. Moreover, since SET results are used in making critical decisions, higher education administrations should give the necessary attention to IER by examining the IERs rate in their data sets and its consequences on the data quality.

Reviewing the related literature shows that this is the first study that investigates the effect of IER on construct validity of SET in higher education using an IRT-based detection method.

Based on the situated focus theory of power, this chapter empirically investigates the relationship between an individual’s organizational power position and emotion recognition accuracy (ERA), and it examines individuals’ stress experiences at work as a boundary condition for this relationship.

Survey data were collected in a field sample of 117 individuals employed across various organizations in Germany. We used an established, performance-based test of ERA and applied hierarchical regression analysis to examine our model.

An individual’s power was negatively related with his or her ability to decipher others’ emotional expressions among individuals experiencing higher work stress, whereas this relationship was not significant for participants with lower stress.

Although the cross-sectional study design and data collection within one country are relevant limitations, the findings promote a better understanding of the complex relationship between power and ERA.

Given the relevance of accurate emotion perception, the results indicate that stressful work environments may be an important risk factor for organizational power holders’ personal and professional success.

The findings advance the literature on power and emotion recognition by highlighting the role of work stress as an important, heretofore neglected boundary condition that may explicate the ambiguous results in prior research.