Small and Medium‐Sized Enterprises and Sustainability: Managers' Values and Engagement with Environmental and Climate Change Issues

This article reports on an in‐depth, qualitative study into the pro‐environmental engagement of small businesses in the east of England, with respect to climate change in particular. Managers of environmentally pro‐active small businesses were asked about the pro‐environmental measures they had implemented in their firms, their motivations for doing so, and their understanding of climate change. The managers in this study had a relatively good understanding of environmental issues in general and climate change in particular, and had implemented a range of pro‐environmental measures in their firms. Their understanding of climate change was a holistic one, which sat within their overall understanding of environmental and social issues. While economic arguments and external pressure played a role in their pro‐environmental engagement, perhaps the most notable motivation for managers in this study to engage with environmental and climate change issues was personal values and beliefs. Environmentally engaged managers exhibited an internal locus of control. Some of these findings contrast with the views of key informants in local government and business advice organisations, who tend to emphasise the business case and cost arguments when trying to encourage small businesses towards greater environmental engagement. These findings suggest that public policy and business advice in this area should perhaps focus more strongly on personal values and a sense of being able to contribute to environmental protection in their engagement with small businesses. Copyright © 2012 John Wiley & Sons, Ltd and ERP Environment.     

Sources of learning in student leadership development programming

The authors combine Conger's four approaches to leadership development with 20 sources of learning commonly found in student leadership development activities. The first study asked students to share how they think they would like to learn about leadership. In other words, which sources of learning would a student select to improve leadership skill training, from a broad list of options? The second study asked the same questions but occurred on the final day of three multiday leadership institutes. Students showed a preference for developmental activities where the primary learning objective was personal growth and skill building. Students also had a preference for personalized developmental opportunities over activities designed for general group‐oriented development.     

Exploring Instructional Strategies in Student Leadership Development Programming

The author explored 24 commonly used instructional strategies in student leadership development programming recently profiled in the leadership education literature. Through a national web‐based survey, this study asked leadership educators teaching classroom‐based academic credit‐bearing undergraduate leadership studies courses how often they used certain instructional strategies. Leadership educators showed a preference for discussion‐based pedagogies as well as instructional strategies that promoted conceptual understanding and personal growth. Although the infrequent use of tests and quizzes in leadership education was anticipated, the sparse use of highly experiential skill‐building activities such as simulation, role play, and games was surprising.     

Economic Systems, Child Rearing Practices and Personality Development

A bstract . Traditional Weberian theory posits that the values inherent in particular religious ideologies give rise, at least in some societies, to attitudes predisposing individuals towards a particular type of economic organization. In conjunction with this, McClelland postulates that socialization practices mediate and inculcate religious values in such a way that certain economic attitudes and behavior patterns emerge in adulthood; certain practices result in a motivational predisposition such as need achievement. However, recent research indicates that, in evolving societies, the economic-ecological variables strongly influence the types of child rearing practices used and the parentally-instilled values and ideology. Thus, personality predispositions and personal values depend, to a large extent, upon the economic structure and occupational roles of the society. As society increases in social-structural and technological complexity , the relationship between personal values and the economic institution becomes reciprocal.     

Cognitive job crafting: A possible response to increasing job insecurity and declining professional prestige

Recent research has shown that job crafting, which describes individuals' attempts to craft a job to make it correspond more to personal inclinations, skills, and abilities, can generate significant work and nonwork benefits for individuals. Using the theoretical lens of activation theory, we examined whether professionals are prompted to cognitively craft their jobs in response to the increasing perception of precarisation of their profession, measured in terms of job insecurity and perceived external prestige. We adopted a mixed methods approach among professional accountants operating in Southern Italy and the results indicated the presence of two curvilinear relationships. More specifically, we found that accountants were more likely to engage in cognitive crafting when experiencing moderate levels of job insecurity (rather than high or low) and in the presence of both low and high levels of perceived external prestige (rather than a moderate level). Implications for theory and practice are discussed.     

Technology transfer from universities to small and medium-sized enterprises — an empirical survey from the standpoint of such enterprises

This paper describes an investigation during which 225 small and medium-sized enterprises were asked about their experience of cooperation with universities in dealing with technical and scientific problems. About a quarter replied that they had had such experience in the last ten years. These were asked the following questions:

• •- Were they satisfied with the cooperation?
• •- What were the arguments against cooperation?
• •- What especially important factors facilitated cooperation?

The results show that companies, in practice, ascribe the highest significance to factors quite different from those which are emphasized in theoretical literature.     

Two new models for survey sampling with sensitive characteristic: design and analysis

Sensitive topics or highly personal questions are often being asked in medical, psychological and sociological surveys. This paper proposes two new models (namely, the triangular and crosswise models) for survey sampling with the sensitive characteristics. We derive the maximum likelihood estimates (MLEs) and large-sample confidence intervals for the proportion of persons with sensitive characteristic. The modified MLEs and their asymptotic properties are developed. Under certain optimality criteria, the designs for the cooperative parameter are provided and the sample size formulas are given. We compare the efficiency of the two models based on the variance criterion. The proposed models have four advantages: neither model requires randomizing device, the models are easy to be implemented for both interviewer and interviewee, the interviewee does not face any sensitive questions, and both models can be applied to both face-to-face personal interviews and mail questionnaires.     

浅析如何做好大三学生辅导员

高校辅导员伴随学生生活的各个阶段,既是高校思想工作的骨干力量,又是大学生健康成长的指导者和引路人。本文通过论述大三学生个人发展分化突出、专业发展差异明显以及心理脆弱等特点,指出为了更好地开展学生工作,为了学生健康成长,大三辅导员老师应该具有奉献精神,关爱学生;应该严于律己,保持积极向上的心态;同时应该与时俱进,培养学生核心价值取向。     

What do you value? Examining gendered responses to appeal letters

This study builds on previous inductive analysis of fundraising professionals' choices in writing acquisition letters. Fundraisers often write in a way that aligns with one of two personal values, either foregrounding aspects of self-transcendent Universalism values (an appreciation for community and the welfare of all people) or of conservation Security values (those of personal safety and stability for close others). Previous research also indicates that while women and men have different donation styles, targeted motivating language has yet to be explored. Using a national sample, this research tests public response to letters written for a fictional children's charity using content aligned with each option separately, and combined, compared to a control version. Using an experimental dictator game, Universalism values are found to be negatively related to giving across the board as compared to the valueless treatment. We find no statistically significant improvement in donor responses to acquisition appeals that choose to highlight either Universalism or Security values between men and women, although men were marginally less responsive to Universal, self-transcendent values language. The discussion attempts to make sense of these results and the possible complications of running a donor acquisition campaign in the time of COVID-19.     

THE RELATIONSHIP BETWEEN MANAGERIAL SUCCESS AND PERSONAL VALUES IN SOUTH AFRICA: A RESEARCH NOTE

T he relationship between personal values and job success was investigated in a sample of 92 South African managers. The correlation between scores on a specially developed key of the Personal Values Questionnaire and relative salary per age (index of success) was significantly positive ( r = 0.36, P < 0.001). More successful managers had dynamic and pragmatic values while less successful managers had more passive and static values. The results offer further cross-cultural support for the close relationship between personal values and managerial success.     

Application of Quality of Life Indicators to Socioeconomic Problems:

Abstract . Liu has presented and applied to several categories of areas a method of estimating comparative values for measuring the quality of life. This method is analyzed and extended through an application permitting evaluation of social and economic policies for country towns in Australia. Issues in Liu's method, particularly relating to the procedure for standardizing measurements and a much-needed validation test, are examined and, it is hoped, resolved. The nature of Liu's results is compared with that of the Australian results and they are found to be similar, particularly in that the quality of life values were useful in explaining migration, and were even better in explaining certain components of migration. The study extended the method to analysis of policy choices.     

The influence of poll results on public opinion: Examining the personal consequences of the poll topic

A laboratory experiment examined the effect of reporting poll results on opinions regarding a legislative proposal affecting higher education. The results indicated that exposure to poll results was more likely to change opinions when the proposal had few personal consequences, and when the majority position in the polls was counter to the opinions held by most subjects. Under these conditions, a ‘bandwagon effect’ resulted wherein subjects tended to switch to the majority position reported in the polls. However, when the personal consequences of the proposal were substantial, and/or the majority position was consistent with the views of most subjects, poll results had little or no impact on opinions. These results suggest that, in certain circumstances, reported poll results are viewed as an acceptable basis for opinions on government policies, and that governments can use poll results strategically to sway the opinions of voters - especially voters who are relatively unaffected by the policy.     

Salvation Army utilizes intensive personal cultivation campaign

The cultivation program goal was to increase the cash income through developing good personal rapport with donors. It was decided that no one would be directly asked to give more money during the first couple of years until that rapport was established.     

American repatriate employees' retrospective assessments of the effects of cross-cultural training on their adaptation to international assignments

With 10 to 50 per cent of expatriates curtailing their assignments early, and the cost of foreign placement estimated at $500,000, training for expatriates needs to be improved. This study investigates different methods of training, and the results as perceived by repatriates. Repatriates were asked about the amount and type of cross-cultural training they had received and their effectiveness and productivity during the overseas assignment. Repatriates' responses included specific comments about their individual and familial experiences. It was hypothesized that managers who receive rigorous cross-cultural training before and during the assignment will not suffer intense culture shock and will become effective more rapidly than managers who have not had cross-cultural training. The results demonstrated that integrated cross-cultural training does reduce the time necessary to adjust and to achieve cultural proficiency and reduces the time necessary to become effective and productive in the assignment.     

Human resource policy in social work management: a response to enforced market orientation

This article is a contribution to the study of public service organizations converting to a market orientation. The case examined here is that of a social services department which opted for the strategy of restructuring on the lines of budget autonomy but accompanied it by an unusual focus upon managerial skills. The effect was to personalize the change. The conflict between old ways and new thinking was congealed into personal debate by the focus on skills so that changes had to be resolved internally. The rationale for this strategy is located in the antipathy between professional social work values and the practice of management.     

Paternalist leadership style of the organizational trust

This study aims to evaluate the effect of paternalist administrators on the organizational trust of teachers working in their context. The notions of paternalist leadership style, trust, and organizational trust are explained based on literature. The study is based on qualitative research approach. Despite this, the short version of “Paternalist Leadership Scale”, developed by Cheng in 2004 and a short version prepared in 2014 is used initially. Administrators with paternalist leadership characteristic were established with the help of this scale. Later, open ended questions, developed by the authors, were asked to teachers in the schools as organizations of those administrators with the aim of establishing their “trust for the administrator and for the organization”. The sample of the research was made up of 30 teachers working at 5 primary schools of the North Cyprus Ministry of National Education during the 2016–2017 school year. It was observed in the findings that in the eyes of the teachers social characteristics of individuals were most important in creating and enhancing the feeling of trust. In addition, it was observed that personal characteristics were some of the defining factors in developing trust. The conclusion was reached that teachers working with paternalist administrators had positive communications with school administrators and colleagues, and that they carried out their relationships within the rules of good manners and kindness. Again, in the eyes of teachers, it was established that paternalist administrators were eager to renew themselves. Finally, paternalist administrators were found, with a high percentage, to be quite qualified in establishing organizational trust. In conclusion, based on the findings of this study, it can be said that administrators with paternal leadership qualities are qualified in creating organizational trust; therefore, it will be important to train administrators in developing their paternal leadership styles.     

Tourism donations in sacred settings: an exploratory study of visitor donations in an English cathedral

• This paper explores visitor behaviour in relation to making donations for Chichester Cathedral upkeep. It found that 94% of respondents were aware of the donation appeals and that 71% of them went on to make a donation, with the visitors aged 50 to 69 years and living within 25 mi of the Cathedral being the most frequent and generous donors. When asked to suggest what they would consider an appropriate donation, 44% of respondents gave a figure between £1 and £2. This paper argues that the present donation management measures at Chichester Cathedral are insufficient to bring the desired income and makes recommendations on the measures that Cathedral managers can implement to increase visitor donations. Among these recommendations, the most significant are the profiling of visitors, the identification and targeting of donors' personal meanings to give a donation and, in the case of Chichester Cathedral, to specifically target these meanings on their local, middle‐aged visitors.

Copyright © 2016 John Wiley & Sons, Ltd.     

Person–organization fit and the war for talent: does diversity management make a difference?

This study investigates the importance of diversity management in applicants' job choice decisions. According to the person–organization fit theory, individuals make assessments of fit between their personal values and the values of the organizations, and they make job choice decisions based on these assessments. A survey of 113 MBA job seekers concluded that women and ethnic minorities found diversity management to be important when accepting offers of employment. In addition, high achievers and new immigrants rated organizations with diversity management as more attractive as potential employers. The findings suggest a need to place a higher emphasis on diversity management in women and minority applicant attraction.     

浅析政府应对居民收入增加与财政收入减少的对策

党的十八大报告提出要千方百计增加居民收入,深化收入分配制度改革,实现发展成果由人民共享。然而在国民收入总量一定的条件下,居民收入比例增加,政府与企业的收入比例则会减少。因此,在社会主义市场经济条件下,如何平衡居民收入比重提高与财政收入减少两者之间的关系考验着政府的执政能力,关键在于明确政府职责,实现政府职能归位。