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This paper aims to explore how women’s compassionate leadership behaviors relate to physical isolation, trust building and turnover intention in virtual work environments in Nigeria.

The authors collected quantitative data through two-wave surveys from 428 respondents in virtual work environments across public and private organizations in Nigeria. The proposed hypotheses were tested using partial least squares structural equation modeling.

The outcomes from the test of hypotheses suggest that women’s compassionate managerial leadership behaviors negatively relate to physical isolation among virtual workers. Conversely, a positive link was found between women’s compassionate managerial leadership behaviors and trust building. Further, an inverse association was found between women’s compassionate managerial leadership behaviors and turnover intention among virtual workers.

Based on the findings, organizations may consider deploying more women managers to virtual work schedules to address trust, isolation and turnover intention challenges. Also, HR practitioners may consider training male managers in virtual work on how to restructure their relationships with subordinates to reflect compassionate attributes so that subordinates can feel safe sharing their worries with them for timely support. Policy-wise, relevant government agencies that are saddled with the responsibility of emancipating women from career-inhibiting patriarchal practices in Africa (i.e. confining women to the house) should encourage women to embrace the homeworking model, which holds great career potential for women.

As a response to the current calls for research on the suitable leadership style for virtual work environments, this study empirically demonstrates that women’s innate compassionate leadership behaviors significantly address physical isolation, trust and turnover intention challenges in virtual work settings. To the authors’ knowledge, this is the first study that explores the link between these variables. As such, this study substantially enriches the literature on gender in management.

The purpose of this paper is to make the case for bringing compassion to students in educational settings, preschool through graduate school (PK-20).

First, the author defines what is meant by “compassion” and differentiates it from the related constructs. Next, the author discusses the importance of bringing compassion into education, thinking specifically about preschool, K-12 (elementary and middle school/junior high/high school), college students, and graduate students (e.g. law, medical, nurses, counselors and therapists-in-training). The author then reviews the scant empirical literature on compassion in education and makes recommendations for future research. In the final section, the author makes specific and practical recommendations for the classroom (e.g. how to teach and evaluate compassion in PK-20).

While there is a fair amount of research on compassion with college students, and specifically regarding compassion for oneself, as the author reviews in this paper, the field is wide open in terms of empirical research with other students and examining other forms of compassion.

This is not a formal review or meta-analysis.

This paper will be a useful resource for teachers and those interested in PK-20 education.

This paper highlights the problems and opportunities for bringing compassion into education settings.

To date, no review of compassion in PK-20 exists.

In 2017, the WHO presented a framework of priorities and guiding principles to promote the health of refugees and migrants (WHO, 2017). The purpose of this paper is to analyze a crucial but understudied aspect for the implementation of this framework, namely, healthcare providers’ images of refugees and their use of health services.

A preliminary study first addresses images of refugees and their use of health services derived from the literature. This is followed by an empirical case study of antenatal and delivery service to Eritrean refugee women in Israel. The case study explores providers’ (n=8) images of Eritrean women and their use of services as well as Eritrean women’s (n=10) reflections on their own use of these services, examining the degree to which providers’ images correspond with Eritrean women’s realities.

The preliminary study shows how the literature largely tends to picture refugees as medicalized and disempowered. The case study illustrates that providers of Israeli antenatal and delivery services embrace similar images, although they are more nuanced. The reflections of Eritrean women show that providers’ images partially reflect their realities. However, Eritrean women attribute these images to external constraints, whereas providers attribute these images to innate characteristics of Eritrean women. Together, these findings suggest that implementation of the recently introduced WHO framework is at stake.

This study raises awareness of a crucial but understudied aspect regarding implementation of a recently introduced universal framework for promoting the health of refugees and migrants.

The present paper is based on a cross‐cultural exploration of middle managers in two diverse cultures and aims to focus on how the leadership styles of managerial women are perceived and evaluated. In particular, female and male peer evaluations of leadership effectiveness in Malaysia and Australia are to be explored.

Surveys from 324 middle managers from Malaysia and Australia were quantitatively analysed. The sample for the study was drawn from organisations in four industry types in both countries.

Findings suggest that evaluations of female managers' leadership styles in general, and within the respondent's own organisations, were strongly culture specific, especially in Malaysia. The results reflected the strongly held values, attitudes and beliefs of each country. While this is not unexpected, it does highlight a need to be cautious when interpreting Western research results and attempting to transplant those into other cultures. In Malaysia, female managers were not seen as effective in the leadership styles they adopted in their roles when compared to the Australian female managers' evaluations. Such an evaluation may have had little to do with an objective appraisal of the female managers' capability, but rather with a strongly held cultural belief about the appropriate role of women in society, and in organisations in particular.

It is suggested that national culture manifests itself in the values, attitudes and behaviours of people. Cultural influences are therefore likely to impact on the way women and men behave in the workplace, particularly when roles of authority and power are evident, and the way in which that behaviour will be evaluated by others. Further research using different samples in different cultures are recommended. In addition, the influence of ethnicity, race or religion in plural countries such as Malaysia and Australia is also worthy of investigation.

This research suggests that values and attitudes are strongly culture‐specific and therefore have the ability to influence evaluations at an organisational level. Such an awareness of cultural influences should guide appropriate human resource practices, particularly within a globalized environment.

The inclusion of a gender comparison in the data analysis in this paper is a significant attempt to add to the extant knowledge of the cross‐cultural research. This is a unique contribution because of the omission of a gender perspective in the previous two seminal studies in culture literature (i.e. Hofstede and House et al.). In addition, the findings suggest that culture‐specific influences are important determinants that impose expectations on the role of women differently from men in society and within organisations hence, making the gender comparison of the findings more significant.

The purpose of this paper is to better understand the experiences of women who were engaged in a competitive retail shopping event.

This study employed the discovery‐oriented grounded theory approach, in order to interpret field data from observations and interviews from 30 women who participated in a bridal gown sale event.

This paper exposes the manner in which the women shoppers shifted from competitive mindsets and behaviors, to cooperative ones, with other women shoppers. Four complimentary “trajectories” help explain how this takes place by demonstrating that the women progressed through mindsets of competition, co‐opetition, cooperation, and charity. The course of this process occurs within the realm of highly dynamic environments, which help foster the women's changing behaviors. The experiences of our participants converged such that this process of competition‐cooperation contributed to positive experiential value of the shopping trip.

This study focused only on women shoppers in the USA and concentrated only on one retail sale event. Future studies should expand the cultural diversity of the participants and increase the contextual boundaries of the phenomenon to include other instances of competitive shopping.

Understanding how women consumers engage in competition, and consequently cooperation, should be of considerable interest to retailers wishing to execute competitively natured events and promotions. The paper's findings suggest that women value competitive shopping events because of the social experience they provide, not solely for the product that might be acquired. The study contributes to our understanding of how women interpret social interaction, manage relationships with one another in retail settings, and are co‐creators of intrinsic shopping value. It also offers a more favorable viewpoint of competition in the retail domain than what is often construed in mainstream media.

This research is one of the first to focus on women shoppers who are engaged in a competitive shopping event. For consumer theorists, this study offers insights into social behavioral processes. It provides a platform for continuing research in the area of consumer competition.

Medical encounters are interactional/interpersonal processes taking place within contexts shaped by macro-level social structures. In the case of sexually transmitted diseases (STDs), medical encounters occur at a stigmatized crossroads of social control and gendered norms of sexual behavior. When women are diagnosed and treated for chronic STDs, practitioner demeanor has an important impact on how patients will view not only their health status but also their moral status. This chapter draws on in depth interviews with 40 women diagnosed with genital infections of herpes and/or human papillomavirus (HPV – the cause of genital warts) to explore three models of patient–practitioner interaction. The analysis focuses on the relationship between gender, construction of illness, and practitioner interaction style. In a broader context, the health risks posed by particular interaction styles to female STD patients shed light on larger public health implications of combining morality with medicine for the broader range of patients with stigmatizing diagnoses.

Team performance in sport is not limited to the players, but extends to the coaching staff and their relationships. This study aims to identify mentoring functions reported by NCAA Division I assistant women's soccer coaches within a head coach‐assistant coach dyad and examine gender impact on these functions.

The Mentor Role Instrument questionnaire, completed by 39.7 percent of applicable assistant coaches, determined the mentor functions present. Means for the 11 mentor functions were ranked and compared via ANOVA.

Post hoc testing showed the parent mentor function at the lowest level with the social function second lowest. The mentor functions of acceptance, friendship, sponsor, and challenging assignments ranked as the statistically highest group of factors. Assistant coach gender significantly impacted the mentor function of social, with male assistant coaches higher than females. Gender of the head coach significantly impacted the mentor function of parent with assistant coaches having male head coaches reporting greater parent functions. Gender also impacted the social mentor function in the head coach/ assistant coach dyad with male‐male dyads significantly greater than the male‐female dyads.

The current research is limited by its narrow scope. Future research should consider mentor effects on job satisfaction and occupational turnover intent, expansion to other levels of women's soccer, and expansion into men's sports for further analysis of mentoring in coaching.

As the first study to document mentor functions in coaching these results provide baseline data to guide future research and support the development of mentoring programs in coaching.

A collection of essays by a social economist seeking to balance economics as a science of means with the values deemed necessary to man′s finding the good life and society enduring as a civilized instrumentality. Looks for authority to great men of the past and to today′s moral philosopher: man is an ethical animal. The 13 essays are: 1. Evolutionary Economics: The End of It All? which challenges the view that Darwinism destroyed belief in a universe of purpose and design; 2. Schmoller′s Political Economy: Its Psychic, Moral and Legal Foundations, which centres on the belief that time‐honoured ethical values prevail in an economy formed by ties of common sentiment, ideas, customs and laws; 3. Adam Smith by Gustav von Schmoller – Schmoller rejects Smith′s natural law and sees him as simply spreading the message of Calvinism; 4. Pierre‐Joseph Proudhon, Socialist – Karl Marx, Communist: A Comparison; 5. Marxism and the Instauration of Man, which raises the question for Marx: is the flowering of the new man in Communist society the ultimate end to the dialectical movement of history?; 6. Ethical Progress and Economic Growth in Western Civilization; 7. Ethical Principles in American Society: An Appraisal; 8. The Ugent Need for a Consensus on Moral Values, which focuses on the real dangers inherent in there being no consensus on moral values; 9. Human Resources and the Good Society – man is not to be treated as an economic resource; man′s moral and material wellbeing is the goal; 10. The Social Economist on the Modern Dilemma: Ethical Dwarfs and Nuclear Giants, which argues that it is imperative to distinguish good from evil and to act accordingly: existentialism, situation ethics and evolutionary ethics savour of nihilism; 11. Ethical Principles: The Economist′s Quandary, which is the difficulty of balancing the claims of disinterested science and of the urge to better the human condition; 12. The Role of Government in the Advancement of Cultural Values, which discusses censorship and the funding of art against the background of the US Helms Amendment; 13. Man at the Crossroads draws earlier themes together; the author makes the case for rejecting determinism and the “operant conditioning” of the Skinner school in favour of the moral progress of autonomous man through adherence to traditional ethical values.