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Individuals' attachment styles have been traced throughout the life span, informing our understanding of long-standing interpersonal patterns and self-care habits. Recent scholarship has identified direct and indirect mechanisms through which attachment theory may impact individuals' health outcomes, with specific emphasis on endocrine and behavioral responses to stress. This article reviews extant literature on medical patients' attachment styles and also proposes a new line of research: an investigation of the interaction between patients' and providers' attachment styles. As medical establishments place more emphasis on effective patient–provider communication, attachment theory serves as an apt framework for clarifying, measuring, and training medical personnel in the advancement of patient-centered care.

This study investigates how a business school website informs a prospective student about the school's brand personality. Using a content analytical approach, words were extracted from business school websites in one major US market. The results of this research demonstrated the utility of a dictionary-based approach to identifying brand personality, and that within the sample, business schools at public universities signalled more competence, while those at private universities exhibited more excitement and sincerity. Also, higher enrolment business schools portrayed themselves as more competent, while lower enrolment schools described themselves as more sincere. Interestingly, there was no difference between AACSB-accredited and non-AACSB schools on the brand personality dimension, competence. Implications and directions for future research are discussed in detail.

Leaders such as Thomas Gilbert, Geary Rummier, and Edward Deming have argued that the greatest leverage for solving performance problems lies with solutions targeted at system or environmental factors (those under the control of management) versus individual performer factors. A 12-item research instrument titled Achieving Productive Performance (APP) was developed based on the six variables that make up Gilbert's human performance model. MBA candidates whoworkfull-time primarily in middle management positions were asked to make value judgments on strategies for producing productive performance (where value for the performance exceeds the costs), Results support the concept of leverage espoused by Gilbert, Rummier, and Deming. Implications for workplace learning and performance professionals are discussed.