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Questionnaire design is routinely guided by classic experiments on question form, wording, and context conducted decades ago. This article explores whether two question order effects (one due to the norm of evenhandedness and the other due to subtraction or perceptual contrast) appear in surveys of probability samples in the United States and 11 other countries (Canada, Denmark, Germany, Iceland, Japan, the Netherlands, Norway, Portugal, Sweden, Taiwan, and the United Kingdom; N = 25,640). Advancing theory of question order effects, we propose necessary conditions for each effect to occur, and found that the effects occurred in the nations where these necessary conditions were met. Surprisingly, the abortion question order effect even appeared in some countries in which the necessary condition was not met, suggesting that the question order effect there (and perhaps elsewhere) was not due to subtraction or perceptual contrast. The question order effects were not moderated by education. The strength of the effect due to the norm of evenhandedness was correlated with various cultural characteristics of the nations. Strong support was observed for the form-resistant correlation hypothesis.

On the basis of the connectionist model of leadership, we examined perceptions of leadership as a function of the contextual factors of race (Asian American, Caucasian American) and occupation (engineering, sales) in 3 experiments (1 student sample and 2 industry samples). Race and occupation exhibited differential effects for within- and between-race comparisons. With regard to within-race comparisons, leadership perceptions of Asian Americans were higher when race-occupation was a good fit (engineer position) than when race-occupation was a poor fit (sales position) for the two industry samples. With regard to between-race comparisons, leadership perceptions of Asian Americans were low relative to those of Caucasian Americans. Additionally, when race-occupation was a good fit for Asian Americans, such individuals were evaluated higher on perceptions of technical competence than were Caucasian Americans, whereas they were evaluated lower when race-occupation was a poor fit. Furthermore, our results demonstrated that race affects leadership perceptions through the activation of prototypic leadership attributes (i.e., implicit leadership theories). Implications for the findings are discussed in terms of the connectionist model of leadership and leadership opportunities for Asian Americans. (Contains 4 tables and 6 figures.)

Sample surveys are widely used in the social sciences and business. The news media almost daily quote from them, yet they are widely misused. Using students with prior managerial experience embarking on an MBA course, we show that common sample survey results are misunderstood even by those managers who have previously done a statistics course. In general, they fare no better than managers who have never studied statistics. There are implications for teaching, especially in business schools, as well as for consulting. (Contains 6 tables.)

Veronica Strong-Boag, Professor Emérita, University of British Columbia In the 1960s, Natalie Zemon Davis joined with her good friend Jill Ker Conway to bring feminism to History at the University [...]

Outlines the DTI (Department of Trade and Industry) ladder adoption model which represents a limited/limiting vision of government-inspired support for ICT (Information and Communications Technology) implementation and development needs of firms in the small business sector of the UK economy. A more discriminate approach is recommended, focused upon factors such as firm size, age, managerial structure, and information and communications technology adoption stages. (Contains 88 references.) (AEF)

Considers the benefits of employee retention and performance improvement in high technology, new economy companies. Discusses attracting and retaining top talent in information technology companies; targeted recruiting and hiring; employee achievement; learning and professional growth; recognition; nurturing careers; team collaboration; the TALENT model, that addresses managerial behavior; and wireless Internet technology companies. (LRW)

Female faculty remain a minority in academic research and women are often perceived to lack the qualities needed to be successful scientists, which may contribute to discrimination and prejudice against female researchers. Research administrators play a pivotal role in the development of strategic, catalytic, and capacity-building activities designed to encourage faculty in attracting extramural research funding. The purpose of this investigation was to explore whether research administrators evaluate extramural grant applicants differently based on gender and different career ranks. Contrary to previous research examining faculty gender biases and stereotypes, our study showed that applicants were rated similarly in researcher competence across both male and female applicants by research administrators (Hypothesis 1). Our research also showed that female candidates were generally seen as more likeable (researcher collegiality) and were rated higher for mentoring potential than male candidates (Hypothesis 2). Furthermore, consistent with prior research, findings suggest that those in the senior career rank were more highly rated for research competence and skill (Hypothesis 3). Although we did not list a formal hypothesis, our findings did support the notion that senior career rank applicants are more highly rated for biosketch design and comprehension, most likely due to their perceived competence and advanced experience. These findings, while preliminary, suggest that traditional barriers related to perceived female researcher competence are not experienced as they interact with research administrators. The main implication of this study is that research administrators do not appear to significantly contribute to the previously reported discrimination and prejudice against the competence of female researchers. Keywords: gender bias; academic researchers; faculty productivity; research administrators; female faculty; gender disparities; academic stereotypes, INTRODUCTION The percentage of women in academic science has increased dramatically during the past several decades (Abelson et al., 2016). Despite this success, female faculty remain a minority in academic [...]

In February 2018, Congress passed the Family First Prevention Services Act (Family First) which, among other provisions, for the first-time authorized Title IV-E federal funding to be used for prevention [...]

Describes a nine-month business and communication skills program developed for a large multinational corporation. Discusses communication training programs for international employees and internalizing the business communication curriculum. (EL)

Reasons business and industry participate in educational support are grouped into civic duty, career education, and communication. Support is grouped into five broad categories: employment, equipment and materials, facilities, financial, and personnel. Such sources can help replace the reduced level of funding by government. (MP)