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The document titled "INFORMATION FOR CONTRIBUTORS: EDITORIAL POLICIES AND STYLE GUIDELINES" is a resource for authors looking to submit their work to the Academy of Management Learning & Education (AMLE) journal. The journal focuses on management teaching and learning and has sections for research, reviews, critiques, and resources. The document provides guidelines for authors on the submission process, style and format, headings and sections, and citations. It also includes information on plagiarism detection and the review and publication process. [Extracted from the article]

Despite a growing interest in emotions in sport psychology, little has been written about the contextual elements triggering athletes' emotional experience. This single case study aimed to analyze the inducers of an elite table tennis player's emotional experience throughout his career. He was ranked among the 15 best players in the world, and his career spanned more than 20 years. Inspired by the critical-incident method, we conducted a lengthy interview with the player, during which he related the most significant moments of his career. The categorization of the 96 critical incidents collected highlighted four inducers of positive emotions and five inducers of negative emotions, emerging over five periods (exponential progression, first difficulties, major difficulties, second career, and end of career). These findings contribute to the development of an innovative single-case-study design, allowing an understanding of the contextual origin of athletes' emotions over the long term. Finally, highlights are discussed and recommendations for the practice of sport psychology are formulated. [ABSTRACT FROM AUTHOR]

This paper evaluates the productivity impacts and the subsequent adjustment costs associated with hiring different knowledge workers. I focus on the difference between hiring former entrepreneurs, employees who change jobs, and unemployed individuals. I am the first to evaluate the direct impact that hiring former entrepreneurs has on firm productivity and the heterogenous adjustment costs associated with the different types of new hires. I find no difference between the first-year adjustment costs of entrepreneurs and those of regular-wage employees. Hiring former entrepreneurs is a way to increase productivity after the first year of employment only if the former entrepreneurs are from the highest end of the ability distribution. [ABSTRACT FROM AUTHOR]

Since gaining academic and financial autonomy in 2018, a number of leading private universities in Kazakhstan have separated teaching and research into two distinct career tracks and implemented outcome-based faculty performance evaluation. This initiative aimed to increase the quality of both teaching and research, boost faculty’s research productivity, and improve the competitiveness of these universities in the local higher education market. However, despite being central to the development of universities, the restructuring of academic careers in Kazakhstan has received little scholarly attention. This study employs the framework of managerialism and collegiality to explore how faculty in research-track and teaching-track positions perceive and respond to the new career structures. Drawing upon the thematic analysis of 25 semi-structured interviews with faculty members working in the country’s top private universities, the study provides nuanced insights into the changing career structures in Kazakhstan by examining faculty experiences related to research and teaching, faculty evaluation and promotion, development of research culture, and work environment. By interpreting the study findings in light of the concepts of managerialism and collegiality, the study offers a fresh perspective on the neoliberal trends in university governance in the context where universities historically lacked autonomy from the state. The paper concludes by discussing the potential implications of the findings for improving the conditions of research-track and teaching-track faculty. The study may be of interest to policymakers, university administrators, and researchers concerned with changes in academic careers in transitional economies. [ABSTRACT FROM AUTHOR]

This investigation elucidates what makes a good working life. A sample of 678 employees from diverse jobs rated their job satisfaction, work meaningfulness, and work psychological richness, as well as several key work characteristics (both stressors and resources) and important work and life outcomes. We explored the unique contributions of satisfaction, meaningfulness, and psychological richness by controlling each measure for the other two. Job satisfaction correlates were consistent with previous work, namely stressors and negative outcomes correlated negatively, whereas resources and positive outcomes correlated positively. More surprisingly, psychological richness was positively correlated with both stressors and resources, as well as with high rates of feeling exhausted after work and with thoughts of changing jobs. Meaningfulness, meanwhile, had relatively weak correlates after controlling for psychological richness and satisfaction. The strongest were with being proficient at the job, being highly engaged with it, and coping well with changes affecting the work role. [ABSTRACT FROM AUTHOR]

In this article, we analyze how industry‐ and region‐specific characteristics influence individual‐level decisions on mobility within and between regions during the life cycle of the industry. Using uniquely detailed panel‐type data from the Finnish high technology sector, our analysis demonstrates that the influence of different regional features varies for different types of job changes and labor mobility and also according to the industry life cycle. We find that the classic agglomeration‐type arguments regarding labor search and matching only really operate in the early growth stages of an industry life cycle. These patterns change throughout the various stages of the industry life cycle, although in quite different ways according to different factors, and understanding how these patterns change helps to provide a richer understanding of the labor market roles of agglomeration and clustering. [ABSTRACT FROM AUTHOR]

This study tested whether trajectories of career decision difficulties identified in Milot-Lapointe and Le Corff (2023) predict outcomes of a manualized individual career counseling intervention 12 months after the intervention. Participants were 248 individuals who received an average of 7.79 sessions at a career counseling clinic and were reassessed 12 months after the intervention. Results showed that clients who experienced an optimal (Classes 1 and 2; 66% of clients) or a positive change but suboptimal (Class 3; 21% of clients) change during career counseling had negligible career decision difficulties 12 months after the intervention and were satisfied with their career decision, career situation and with counseling. Clients in Class 4, who did not experience any change during counseling (13% of clients), had significantly higher decision difficulties, were less satisfied with their career decision, career situation, counseling, and had lower life satisfaction at the 12-month follow-up compared to clients in the other classes. Results demonstrate the long-term utility of individual career counseling in producing, on average, sustainable positive outcomes for a large proportion of clients (87%). They also offer insights into the longitudinal consequences associated to variability in career counseling as clients who did not experience any change during counseling achieved poorer outcomes on the long run. [ABSTRACT FROM AUTHOR]

We investigate how Brexit impacted labour market efficiency in the UK as captured by shifts in the Beveridge Curve (BC). Using a difference-in-differences approach and event-studies, we compare changes in job vacancy rates in the UK, relative to other European Union countries, from before to after Brexit for a given unemployment rate. Our results are suggestive of an inward shift of the BC and increased labour market efficiency after the referendum. [ABSTRACT FROM AUTHOR]

This qualitative interview study investigated principals' discursive frames and communications during the COVID-19 pandemic. The six leader interviews that comprise this study's dataset were drawn from a purposeful sample of schools with variable educator job satisfaction survey results. A combination of deductive and inductive coding of the interview data informed by framing theory was conducted. This analysis revealed that leaders of schools with the least amount of change in educator job satisfaction during the pandemic drew upon diagnostic, prognostic, and motivational frames and used a variety of communication strategies that encouraged collaboration and cooperation. Findings suggest that while all principals in this study shared similar challenges and all increased the frequency of their communications during the pandemic, how principals framed uncertainty, listened to and responded to staff concerns, and communicated using different modes and with different stakeholders contrasted in schools with variable educator job satisfaction changes. This study holds implications for school principal crisis-management communications and future study of them. [ABSTRACT FROM AUTHOR]

Introduction: Generative Artificial Intelligence (Gen AI) is rapidly transforming education holds immense potential for enhancing learning experiences and fostering innovation skills crucial for success in today's rapidly changing job market. However, successful integration depends on student adoption. This study investigates factors influencing business students' intention to use Gen AI in Innovation courses, focusing on the role of Perceived Enjoyment. Method: A cross-sectional predictive analysis was conducted using data from 92 business undergraduate students in a Peruvian higher education institution. A survey questionnaire, adapted from Teo and Noyes, was used to measure perceived enjoyment, usefulness, ease of use, attitude toward, and intention to use Gen AI tools. Results: The study found a strong positive relationship between Perceived Enjoyment and the intention to use Gen AI in Innovation courses. Furthermore, Perceived Enjoyment was positively associated with perceived ease of use. Interestingly, perceived usefulness did not show a significant effect on the intention to use Gen AI. Conclusion: Our finding challenges the traditional emphasis on perceived usefulness as the primary driver of technology acceptance. Instead, our results suggest that prioritizing user enjoyment and ease of use in the design and implementation of Gen AI tools may be a more effective strategy for promoting their adoption in educational settings. This shift in focus from utility to experience could be crucial in unlocking the full potential of Gen AI to transform education. [ABSTRACT FROM AUTHOR]

The integration of technology in teacher training is an integral part of motivation in the 21st century. The integration of mobile technology in teacher training and professional development can bring about a meaningful change in their career. This study examines how, in the academic environment of Sindh, Pakistan, in-service training sessions contribute to the professional skill development and motivation of instructors. The study has two primary aims. The first involved examining how teacher training programs affected instructors' willingness to continue in the classroom and to enroll in training programs. The second involved examining how these sessions affected teachers' ability to advance their careers and develop their confidence and self-efficacy. Data for the study were gathered using a survey research approach. To gather information from 450 teachers in Sindh, Pakistan--both private and public--a structured questionnaire was created. The information gathered from the survey was examined using statistical analysis. The study's findings demonstrate that in-service teachers are not as motivated or proficient in their professional development as they should be by training sessions through the integration of mobile technology. The main motivators for the instructors to attend these workshops are their financial and social advantages. According to the study, several essential elements of successful teacher preparation are absent from these in-service training sessions. As a result, the study suggests that training programs abandon their conventional methods and modernize to better meet the demands of teachers today through the use of technology, which most teachers avoid using. More than merely formal meetings, training sessions should be scheduled to prepare instructors for actual learning objectives. Future academics of teacher training programs may find value in the study's conclusions with the application of mobile technology by providing appropriate pre-training sessions for the use of technology. [ABSTRACT FROM AUTHOR]

This paper investigates how Vietnamese IT professionals managed their daily work and family lives in Japan during the COVID-19 pandemic. Adapting the concept of “nearly mobile”, this study suggests a concept of “nearly (im)mobile”, which focuses on the tensions and opportunities between mobility and immobility in skilled migrants’ work and family life. Workers from Vietnam comprise the third-largest group of foreign IT professionals in Japan. Many worked remotely during the pandemic, like others in the IT industry. However, amidst the unmitigated expansion of remote work during the pandemic including among Japanese nationals, how these workers experienced this work style has remained under-researched. The findings are based on semi-structured online and in-person interview data from Vietnamese IT professionals. Similar to Japanese national employees, many Vietnamese professionals could work remotely. Moreover, the workforce needs in the labour market allowed some to change jobs. However, junior workers were forced to be immobile (at the office) or stay in on-the-job training, and some skilled workers were expected to commit to longer hours for online communication with staff in Vietnam. Additionally, border restrictions exposed the immobility of foreign IT professionals and family members in Japan and Vietnam, which prevented these professionals from receiving childcare support from their families. This paper argues that while Vietnamese IT professionals could be physically “nearly (im)mobile” by staying at home to work, they were simultaneously pressured to undergo “nearly (im)mobile” work practices in Japanese firms while constrained by managing their work and family lives. [ABSTRACT FROM AUTHOR]

Moral injury has primarily been studied from a clinical perspective to assess, diagnose and treat the outcomes of morally injurious experiences in healthcare and military settings. Little is known about the lived experiences of those who have had their moral values transgressed in business settings. Public scandals such as Enron suggest that moral injury may also occur in for-profit business settings. In this qualitative study, we examine the lived experiences of 16 employees in for-profit business organisations who identified as having suffered moral injury. Using semi-structured narrative interviews, our findings offer insights into the values that employees feel are transgressed and the pathways between morally injurious experiences and the long-term outcomes. Based on our findings, we propose a conceptual pathway to moral injury, which suggests that experiencing moral transgressions has a profound impact on employees as they feel a threat to their "good-me" identity, however, employees employ various coping strategies to minimise the impact during the event. Employees exited the organisation and often changed career paths to protect themselves from further injury and to make up for moral failure. This study advances our understanding of the experience of moral injury in business settings and the pathway explaining how and why people react differently to moral transgressions. [ABSTRACT FROM AUTHOR]

Background: Teachers experienced increased stressors and stress during the initial onset of the COVID-19 pandemic. While many educators returned to in-person instruction in the 2021–2022 school year, they faced changing job demands and stressors which has important implications for educator well-being. We sought to understand the stressors and health impacts faced by U.S. educators in the 2021–2022 school year, two years following the acute phase of the pandemic. Methods: Thirty-four certified educators based in Connecticut, USA participated in four virtual focus groups in February 2022. A semi-structured focus group script, designed by the research team and guided by the job demands-resources model, was administered to understand stressors and stress impacts. Data were transcribed and analyzed using the constant comparative method to identify themes and sub-themes. Themes were summarized based on how many participants mentioned them. Results: Analysis of the qualitative data yielded three themes concerning the well-being impacts of stress: physical health and health behaviors, psychological health, and relationships and social well-being behaviors. The majority of educators indicated impacts in these domains with 76% indicating impacts on physical health and health behaviors (e.g. poor sleep, physical exhaustion, lack of exercise, unhealthy eating), 62% indicating impacts on psychological health (e.g. emotional exhaustion, anxiety, negative self-evaluation); and 68% indicating impacts on relationships social well-being behaviors (e.g. connections with family or friends, connections with others, relationships with coworkers). The majority (94%) of educators indicated that stressors from the school or district with the majority (91%) citing stressors related to protocols/expectations (e.g. excessive or increased demands, insufficient or decreased resources) and some (38%) administrators. Over half (62%) indicated personal stressors including personal/home life (41%), high personal expectations (18%), and income (18%). Some (35%) indicated either the pandemic (26%) or safety concerns (9%) were stressors. Some (24%) cited students' parents as a stressor and a few indicated community (12%), students (12%), and state or national level (9%) stressors. Conclusion: Educator well-being continued to be impacted in the post-pandemic era. Targeted interventions are needed to reduce school and district-related demands and to address stress-related educator well-being. [ABSTRACT FROM AUTHOR]

Career crafting offers a new approach for individuals to cope with changing career situations. However, few studies have focused on personality-related antecedents that stably predict career proactivity. Additionally, as individuals' careers are embedded in various social relationships, career crafting involves significant social interaction. Our study focuses on gratitude, which is related to social interaction, suggesting that gratitude fosters an appreciation for interpersonal relationships, providing a beneficial impetus for career crafting. A quantitative approach was adopted with a three-wave survey with 825 responses, and SPSS 26 and Mplus 8.3 were used as the analytical software for confirmatory factor analysis, hierarchical regression analysis, and path analysis. We conducted an empirical examination employing a moderated mediation model grounded in the framework of proactive motivation. The results revealed a positive correlation between gratitude and career crafting, with prosocial motivation mediating this relationship. Simultaneously, intrinsic motivation moderated the relationship between prosocial motivation and career crafting. Our study emphasizes gratitude's role in career crafting and explores how it, along with prosocial motivations, drives proactive behaviors, responding to calls for relational work redesign and examining interactions between intrinsic and prosocial motivations in careers. It has important practical implications for individuals, organizations, and career counselors. [ABSTRACT FROM AUTHOR]

Sonia Vallabh, a former lawyer, transitioned to a career in science after her mother's death from prion disease. Alongside her husband, Eric Minikel, she now focuses on studying and developing preventative strategies for prion diseases at the Broad Institute. Their work involves gene silencing techniques and a multifaceted approach to tackling the disease. Vallabh emphasizes the importance of urgency in delivering therapies to patients while navigating the complexities of developing treatments for prion diseases. [Extracted from the article]

Purpose: Since there are limited role models and career templates for entrepreneurship education (EE) graduates in the labour market, their careers are largely based on personal preferences, aspirations and values. Few studies have investigated how EE impacts graduates' career aspirations. The present study addressed this gap by exploring how entrepreneurial identity (EI) manifestations act as career identities for EE graduates. Design/methodology/approach: Five graduates from two EE programmes in Norway were purposefully selected based on their career histories. They were interviewed using a life story approach, and the narratives were analysed to explore how their EIs were developed and how the EIs acted as career identities. Findings: The study findings revealed three EI manifestations that directed the participants' careers: change agent, career seeker and maverick specialist. Additionally, the findings showed how EI is developed through EE: by connecting previous aspirations to realistic career alternatives, by being a place where individuals can experiment with provisional selves and by gaining social acceptance and affirmations for a claimed identity. Furthermore, the findings demonstrated how EI manifestations act as career identities that give direction to graduates' careers. Originality/value: This study has important implications regarding the broader impact of EE on graduates' careers. Furthermore, by exploring EE graduates' narratives, this study provides a richer and more nuanced view of how aspirations and career preferences are developed than previous studies. [ABSTRACT FROM AUTHOR]

Based on an ethnography of gamemaking in the Toronto game development scene, I introduce the concept of the everyday gamemaker to reveal how the everyday turn of game production work has transformed the identities of gameworkers. Whereas, previous research has documented the extensive self-exploitation and willingness of creative workers to accept difficult and precarious working conditions, I uncover how everyday gamemakers "make-do" with these modes of cultural production by their desires to going it alone as independent gamemakers, establish second careers through employment and craft work, and find professional development opportunities to make games. I argue these desires shape the nuanced work and leisure identities of everyday gamemakers and evoke their widespread struggle to achieve creative autonomy in the circuits of game production. [ABSTRACT FROM AUTHOR]

Purpose: The reason for writing this article is the still existing gap in research on the attitudes of Generation Z. In particular, on attitudes related to work, including cooperation between managers, bosses and subordinates. In the context of contemporary socio-demographic changes in the labor market, the issue of generational diversity and the challenges it presents for employers, as well as for human resource management within organizations, has become increasingly important. Members of Generation Z are ambitious and independent. Project/methodology/approach: The objectives of the article were achieved through the analysis of available texts. This method was used to research the described issue. The approach to the topic results from the specificity of the studied group, which is amorphous and, despite similar activities, does not have a developed strategy for its activity on the labor market. Findings: The research results showed that for representatives of Generation Z, professional satisfaction, although important, is less important than personal life, interests, and self-fulfillment. Very often, Generation Z representatives are ready to change jobs if they see their self-development as incompatible. Practical implications: Generation Z clearly differs in its attitudes from previous generations. For employers, this means new challenges; they will have to learn the values of Generation Z employees and try to find a model of cooperation between managers and their subordinates that will allow for the development of organizations in which the youngest generations have found employment. Social implications: The article may be a signal to management staff that Generation Z, increasingly represented on the labor market, poses new, previously unknown challenges to managers. It also shows that they can be applied in practice. Originality/value: The article discusses a problem that has so far been poorly researched in Poland. Research conducted in other countries shows that it is important for management staff. In theory, this is the first article in a series analyzing the attitudes of Generation Z on the Polish and Central European labor markets. It also shows that automatic implementation of Western European or Far Eastern solutions will not always be a solution on the Polish labor market. [ABSTRACT FROM AUTHOR]

The career planning and working conditions of music industry workers are largely shaped by the organisations, clients and cultures they work with and within. Music industry workers have been model "gig" workers, often employed under project-based contracts, or as freelancers and sole traders, making job security and hence financial security a key concern for workers in the sector. This is even more challenging for women and gender non-conforming people who have given birth. While the business interests of larger music labels have been accounted for in "portfolio" and "DIY" career development models, the views and interests of small-to-medium enterprises and microbusinesses are not as readily apparent. This paper contributes to redressing this absence through presenting findings of focus groups and interviews with music business managers from Victoria, Australia. While employers generally aim to support birth parents, they view motherhood as necessarily conflicting with music careers and frame the music industries as unfriendly to women. This results in a situation where employers can externalise both the risk of and solutions for the disruptions and the disadvantages having a child creates for women, where women are ultimately seen as responsible for enacting individualised forms of change to advance their careers, and the provision of services to facilitate this is seen as the responsibility of government or music-focused organisations. While such attitudes are indicative of ostensive support for changes to better support returning workers, they also act to legitimise the systemic forms of inequality that face returning workers. [ABSTRACT FROM AUTHOR]

Using a panel dataset of contract‐year observations for Major League Baseball (MLB) players, this study looks to understand how job security affects incentives for worker performance. Prior works have found evidence of diminished performance when job security is high in the early years of guaranteed contracts (shirking) and heightened performance when job security is low at the end of contracts when players are hoping to secure new contracts (opportunistic behavior). The focus of this study is on how socio‐economic background interacts with job security to influence performance. Theory and empirical evidence suggest that workers from disadvantaged socio‐economic backgrounds may care more about job security, which could subsequently lead the performance of such workers to be more affected by changes to job security. This hypothesis is tested empirically. In testing this indirectly, evidence of stronger impacts of job security on performance of MLB players from lower income countries relative to those from higher income countries is found. To directly test this hypothesis, data on player socio‐economic backgrounds is hand‐collected. The performance of players from less‐advantaged socio‐economic backgrounds is found to be more affected by job security. Given that job security is common in many work settings, these findings have implications for workers and employers both inside and outside of sports. [ABSTRACT FROM AUTHOR]

This paper demonstrates that the decline in routine occupations and concurrent rise in abstract occupations are largely due to workers changing jobs. The reduction in routine manual tasks is further explained by workers transitioning to unemployment or retirement. In contrast, the increase in non‐routine manual occupations is primarily driven by the entry of young or unemployed individuals into the workforce. Plant closure information is used to identify involuntary job separations. These findings indicate that routine cognitive workers can adjust to smaller employment disruptions compared to routine manual workers among women. However, a contrasting pattern is observed for men. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Academic Library & Information Science is the property of Anhui University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This document is the issue information for the journal "Educational Measurement: Issues & Practice." It includes the table of contents, which lists the articles and commentaries featured in the issue. The articles cover topics such as gender differences in educational measurement, proficiency-related phenomena, practice analysis, and advancing an anti-racist and anti-ableist research agenda. The journal also includes a digital module on applying intersectionality theory to educational measurement. The document provides information about the editorial board and associate editors of the journal. [Extracted from the article]

Background and Objectives: While much attention has been given to understanding how different social groups have experienced the COVID-19 pandemic, few studies have focused on working children. Therefore, more information is needed about the challenges faced by this vulnerable group. This research aimed to explore the experiences of street-working children during this global health crisis and understand how their way of life, working conditions, and social relationships might have changed. Materials and Methods: This study employed a qualitative research methodology. Data were collected through observation and semi-structured interviews with 12 street-working children in Tehran, Iran, until reaching thematic saturation. The children had all lived and worked through the COVID-19 pandemic and were selected using purposive sampling. The data were analyzed using the thematic analysis. The reliability of the identified themes was corroborated by using the audit technique and analytical comparisons. Results: A total of 114 concepts, 16 subcategories and five main categories, including violation of home quarantine, multiple transformations, disruption of economic order, augmentation, and compounded violence experiences, emerged. On this basis, apart from the rise in the number of working children, unemployment and poverty confined these children to the streets so that they had to endure health risks, disruptions in the market, and multiple changes in their jobs, besides experiencing various forms of violence in their familial, interpersonal, and social interactions. Conclusion: Since the rise in the number of working children and the additional challenges in their living situations cannot be seen as inevitable outcomes of pandemics, state authorities at all levels and non-state players like NGOs need to ensure the necessary social, economic, and livelihood support for street-working children and other underprivileged families with children under 18 during any future pandemics or health crises. This would effectively help to avoid the social harms that come with child labor. [ABSTRACT FROM AUTHOR]

This article offers a critical appraisal of institutionalised knowledge production and exchange on the history and philosophy of geography in the United Kingdom. We examine broad epistemic trends over 41 years (1981–2021) through an analysis of annual conference sessions and special events convened by the History and Philosophy of Geography Research Group (HPGRG) of the Royal Geographical Society with the Institute of British Geographers (RGS-IBG). We show how organisational, sociocultural, and epistemic changes were coproduced, as expressed by three significant findings. Organisationally, the group emerged through shared philosophical interests of two early career geographers at Queen's University of Belfast in 1981 and received new impetus through its strategic plan 1995–1997, which inspired long-term research collaborations. Socioculturally, the group's activities contributed to national traditions of geographical thought and praxis in masculinist academic environments, with instances of internationalisation, increasing feminisation, and organisational cooperation. Epistemically, the group's events in the 1980s shaped contextualist, constructivist, and critical approaches, and coproduced new cultural geography, but the emphasis shifted from historically sensitive biographical, institutional, and geopolitical studies of geographical knowledges, via critical, postcolonial, and feminist geographies of knowledge-making practices in the 1990s, to more-than-human and more-than-representational geographies in the early twenty-first century. • Analyses (the) history and philosophy of geography through the lens of a UK research group. • Examines 41 years of the group's RGS-IBG annual conference sessions and special events. • Reveals epistemic developments that shaped the wider discipline of geography. • Traces gradual diversification of contributors via internationalisation and feminisation. • Stresses close links between histories, methodologies, and philosophies of geography. [ABSTRACT FROM AUTHOR]

In examining public evaluations of governing institutions, are job approval and legitimacy related? This question has dominated scholarship on Supreme Court legitimacy for decades. Conventional wisdom suggests that specific support (e.g., job approval) and diffuse support (e.g., legitimacy) are independent. Specific support captures short-term orientations based on policy alignment with the Court. Legitimacy is a long-term perspective reflecting more fundamental support for the Court as a governing institution. We challenge the paradigm that job approval and legitimacy are largely unrelated concepts. Specifically, we employ a variety of statistical techniques and panel data to show that changes in legitimacy are a direct effect of changes in public approval. Salient decisions and Court vacancies directly shape approval and indirectly shape legitimacy through their effects on approval. Longitudinal analysis confirms that changes in job approval precede and predict changes in legitimacy. These results suggest that the Court needs public approval, and its public approval is rooted in outcome-oriented perceptions of its decisions and membership. Further, sustained low levels of approval will eventually erode legitimacy and limit the Court's influence over policy. Thus, like the outwardly political executive and legislative branches, it is important for the Court to build political capital through job approval. [ABSTRACT FROM AUTHOR]

This paper focuses on two manors, Kumo in Finland and Duvnäs in Sweden, through early sixteenth-century written sources and material remains. Both were, one after the other, in the custody of Olof Svart (obiit 1547), who was one of Gustav I's earliest administrators. Through a combination of historical and archaeological methods, including map studies, a successful career in the service of Sweden's first Early Modern king is traced and placed in the cultural landscape. [ABSTRACT FROM AUTHOR]

This article analyses the empirical relationship between the introduction of automation technology—industrial robots—and the employment and wages of workers in the Mexican automotive industry from 2013 to 2022. Drawing on contemporary debates surrounding automation and technological unemployment, we describe the Mexican labour market's conditions in the context of trade openness, the technological capabilities of the Mexican automotive industry, and the implementation of industrial robots. We examine this relationship using a random effects panel data model across 14 Mexican states, constructed with values from the Monthly Survey of the Manufacturing Industry (EMIM), the Mexican Ministry of Economy (SE), and the International Federation of Robotics. Our results suggest that adopting industrial robots correlates positively with the employment and salaries of automobile sector workers in the study period. We discuss the implications of changes in jobs and wages in the Mexican automotive industry, highlighting the consequences of technological change. [ABSTRACT FROM AUTHOR]

Copyright of Gumushane Universty Electronic Journal of the Faculty of Communication / Gümüshane Üniversitesi Iletisim Fakültesi Elektronik Dergisi is the property of Gumushane Universitesi Iletisim Fakultesi Elektronik Dergisi (e-GIFDER) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity. Design/methodology/approach: We conducted a qualitative study with 41 employed job seekers using semi-structured interviews. Findings: Our analysis reveals six catalysts that initiate employee job searches and nine modulators that influence fluctuations in job search effort. We highlight the significant roles of social actors, resource dynamics, and personal, professional, and environmental factors in shaping employees' job searches. Research limitations/implications: The diverse sample strengthens theory building but may not represent all employed job seekers. Future research would benefit from longitudinal designs. Practical implications: This study underscores the influence of social actors on employee job search processes. Our findings offer valuable insights for policymakers and employers seeking to support employed job seekers and proactively manage voluntary turnover. Originality/value: This research advances our understanding of employee job search beyond its traditional role in voluntary turnover. By integrating Conservation of Resources (COR) theory, we provide a framework for understanding employee job search initiation and modulation. [ABSTRACT FROM AUTHOR]

Purpose: Among the nonfinancial rewards for employees are career development opportunities, for which an important measure is department transfers. This is because departments are unevenly popular, and assigning everyone to their desired department is difficult. However, research on department transfers is limited to improving the efficiency of human resources utilization from a management perspective, with employee perspectives being lacking. This study aims to fill this gap in the literature. Design/methodology/approach: The authors conducted a randomized controlled trial in an online survey environment with 2,000 full-time employees in Japan. Through the lens of self-determination theory, the authors hypothesized that employees seek department transfers based on performance rather than department transfers based on luck (lottery). Findings: The results supported the hypothesis. For performance-based department transfers, an acceptance probability of 30% was found to be appropriate. Furthermore, mid-career, male, staff-level employees, those with experience of changing jobs and those who are more satisfied with their current job were more likely to seek this system. Practical implications: Corporate managers should note that employees emphasize self-determination regarding their careers, dislike relying based on luck and seek department transfers relying on merit-based performance. Originality/value: To the best of the authors' knowledge, this is the first study to determine the desirable system design for department transfers from the employee's perspective and extend self-determination theory. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore approaches that organizations can implement to manage talents through organizational socialization. Design/methodology/approach: This paper is conducted based on relevant human resources (HR) work experiences in various organizations and the HR literature. Findings: Organizations need to systematically and periodically review and modify their organizational socialization process. A one-size-fits-all organizational socialization process is unhelpful and ineffective. Originality/value: This paper provides value to HR managers and talent management specialists involved in designing and implementing organizational socialization. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The empirical literature is divided on whether job tenure has declined or remained stable in Europe in recent decades. We argue that three analytical decisions explain the lack of consensus: whether researchers focus on men or women, whether they control for changes in labour market composition and whether the period under study is marked by a recession or a boom. We show the influence of these three decisions by analysing change in job tenure for France, Germany, Italy, Poland, Spain and the UK using two leading surveys: the European Labour Force Survey 1993–2021 and the European Working Conditions Survey 1995–2021. The results show that the share of workers remaining with the same employer for 10 years or more was stable at around 50%. Similarly, the average job tenure remained constant over time – at about 11 years – between 1993 and 2021. Trends in job tenure differ by gender. While the tenure of men remained stable or declined, the tenure of women increased. The stability in job tenure was due to the ageing of the workforce. For a given age, job tenure was shorter in the early 2020s than in the early 1990s. [ABSTRACT FROM AUTHOR]

This study examines the heterogeneity in job mobility and earnings growth among workers who were mismatched in their previous jobs due to different reasons. Mismatched is defined as working in jobs that are not related to the highest degree field. Using a panel dataset derived from the National Survey of College Graduates, I find that workers who were previously mismatched due to the unavailability of jobs in related fields (demand-mismatched) are more likely to make complex moves, i.e., changing both employer and job title, and experience higher earnings growth relative to their matched counterparts. The earnings growth among previously matched workers and workers who were mismatched due to other reasons, such as a change in career interests (supply-mismatched), is generally not significantly different. However, supply-mismatched workers encounter negative earnings growth after making simple moves, i.e., changing only employer. Further, heterogeneous earnings growth patterns are found among mismatched workers in different stages of career and between female and male mismatched workers. [ABSTRACT FROM AUTHOR]

Considerable research has explored personality characteristics in connection to law enforcement personnel, yielding valuable insights into the nature of individuals who choose to serve. Theoretical arguments over whether one is drawn to such a career or one changes as a result of the work have yielded inconsistent findings, though, and in an age of reduced policing workforces and ever-changing demands on law enforcement, it is necessary to revisit what motivates certain individuals choose this career. This study uses data from the Add Health project to explore policing careers motivated by personality characteristics, psychological insights, and social influences, such as prior work experiences, familial history, and educational status. Results indicate desire to solve problems serves as a motivator to pursue law enforcement and imply that positive self-perceptions may also increase career choice. These findings open inquiry into new possibilities for recruitment planning, training, and strategic evolution of service roles. [ABSTRACT FROM AUTHOR]