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This study examines observers' perceptions of employees eating during virtual work meetings. Using a 2 × 3 experimental design, participants (N = 842) were randomly assigned to one of three eating conditions including no one eating, target eating, and everyone eating where they rated either a male or female target. While existing research has demonstrated positive consequences of sharing food in the traditional workplace, our findings demonstrate that individuals who eat during virtual work meetings are perceived as less professional, less competent, and less likely to experience career success. Observers' perceptions of the eater's professionalism are negatively impacted, regardless of whether the target is the only one eating or whether everyone is eating. We offer practical suggestions for HRM professionals working to help managers and employees understand the nuances of videoconferencing. [ABSTRACT FROM AUTHOR]

The ever-growing popularity of Facebook has led some educators to ponder what role social networking might have in education. The authors examined student reactions to friend requests from people outside their regular network of friends including professors, parents, and employers. We found students have the most positive reactions to friend requests from their mother or boss. Possible educational uses for Facebook, recommendations on Facebook etiquette for business educators, and directions for future research are discussed. (Contains 1 table and 2 figures.)

The present article examines factors that influence why students post information on their social network profile which employers would find inappropriate. Results show that many students make a conscious attempt to portray a particular image and, as predicted, their intended image was related to whether they posted inappropriate information. Those who believed they portrayed a hardworking image were unlikely to post inappropriate information, whereas students who felt they portrayed an image that was sexually appealing, wild, or offensive were most likely to post such information. Limitations, implications for business education, and directions for future research are discussed. (Contains 1 figure and 1 table.)

This study examined employee preferences for different styles of workplace attire and how wearing various styles of clothing affected their self-perceptions. Respondents felt most authoritative, trustworthy, and competent when wearing formal business attire but friendliest when wearing casual or business casual attire. Significant two-way interactions were found between dress preference and mode of dress worn on self-perceptions of productivity, trustworthiness, creativity, and friendliness. Suggestions for future research and implications for HRD professionals are proposed. (Contains 1 table and 1 figure.)

A comparison of 47 public- and 170 private-sector workers revealed private-sector workers value good wages most and public-sector workers value interesting work. Results suggest that employers must keep in touch with employee values to design jobs, reward systems, and human-resource policies that will result in maximum job satisfaction. (JOW)

Of 64 participants in leadership training, 32 received an informative, optimistic preview and 32 a realistic (positive and negative) preview. Findings showed the optimistic preview had more positive impact on expectations, motivation, learning, attitudes, and transfer of learning. (SK)

In a recent paper, Zable described an experiment with a near-spherical balloon filled with impure helium. Measuring the temperature and the pressure inside and outside the balloon, the lift of the balloon, and the mass of the balloon materials, he described how to use the ideal gas laws and Archimedes' principal to compute the average molecular mass and density of the impure helium. This experiment required that the volume of the near-spherical balloon be determined by some approach, such as measuring the girth. The accuracy of the experiment was largely determined by the balloon volume, which had a reported uncertainty of about 4%. (Contains 1 figure.)

This study focuses on the good, the bad and the ugly of using videoconferencing for work-related meetings during the COVID-19 pandemic. Using a text mining process and qualitative content analysis of 549 comments posted to a LinkedIn online discussion board, we identified six key themes; three were tied to camera and microphone issues, two involved eating and meeting management issues, and one dealt with work-from-home issues. These themes are discussed in relationship to media naturalness theory and meeting science. Because widespread use of videoconferencing will likely continue, we provide guidance for workplace policies/practices and suggest directions for future research. [ABSTRACT FROM AUTHOR]

This study examined the link between workplace fun, employee satisfaction, and perceptions of customer service quality. Our results showed that employees who experienced fun in the workplace had greater satisfaction [...]

This study examined the issue of 'fun at work' across three sectors: public, nonprofit, and private. Specifically, we examined employees' attitudes toward fun, their perceptions of what is (and is [...]

To better understand negative stereotypes and biases against natural Black hairstyles (e.g., afros, braids, dreadlocks), this study examines the hair style choices of Black women working in four occupational groups (finance, medicine, law, and technology). Using literature on identity shifting, professional identity, and professional appearance norms, we predicted variation in the hairstyle choices of Black women employed in these four occupations. Results indicate Black women technology professionals were significantly more likely to wear natural hairstyles than any of the other three occupations. Black women lawyers were significantly less likely than either physicians or women in technology to wear natural hairstyles. As predicted, the more conservative and formal the work environment, the more likely Black woman adjust their hairstyle to mirror white standards of what is viewed as professional. [ABSTRACT FROM AUTHOR]

This study examined predictors of 'ghosting', an extreme form of applicant withdrawal in which applicants fail to appear for scheduled interviews and completely cease all communication. These predictors included frequency of recruiter communication, knowledge of the company, gender, conscientiousness, and helicopter parenting. All predictors were found to significantly predict ghosting such that frequency of recruiter communication and candidates' knowledge about the firm influenced the level of attraction that candidates feel toward an organization which, in turn, influenced their likelihood to ghost an organization. Conscientiousness, gender and helicopter parenting also related to ghosting. Practical implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]