Testing the impact of job‐related variables on a utility judgment training criterion beyond background and affective reaction variables*

We tested the incremental impact of a job‐related set of variables for explaining a utility judgment training effectiveness variable, that is, course completion skill preparedness, beyond background and course‐related variables. Our respondents were two different emergency medical service samples, 415 basics and 742 paramedics, from the 2008 US Longitudinal Emergency Medical Technician Attributes and Demographic Study. Extending earlier research into the training of US emergency medical services staff, we developed scales for measuring two course‐related affective reaction variables, quality of course materials and quality of lead instructor. We found for both samples that the quality of course materials and quality of lead instructor variables each significantly explained course completion skill preparedness variance beyond controlled‐for background variables. We also found that the set of job‐related variables explained further, additional variance and that job satisfaction was positively related to course completion skill preparedness for both samples. The limitations of the study and future research ideas are discussed.     

A Discussion of the Link Between One Organization's Style and Structure and Its Connection With Its Market

A growing body of literature has identified some important characteristics of organizations that produce product innovations. This work demonstrates the importance of staying close to the customer and using market input for new product development. In this study, Kathleen Bentley helps us understand the relevance of this research for one small high-technology firm. She uses qualitative data to develop a detailed picture of what close customer contact means for this firm, and how the firm's ability to relate to its customers is tied to the nature of its organization. The article concludes that the organization's structure and style are tightly linked to its ability to connect with its market and maintain its competitive edge.     

On the non-existence of equilibria in differentiated product models

It is sometimes suggested that the non-existence of an equilibrium in the Hotelling spatial model pointed out by d'Aspremont, Gabszewicz and Thisse (1979) is due to demand discontinuity. In this paper we first show that demand continuity is a natural property in general spatial or differential product markets. However, we also claim that the non-existence of an equilibrium is also a general property of these models. Further the assumption of no mill-price undercutting suggested by Eaton and Lipsey (1978) and Novshek (1980) is shown to be not sufficient to restore existence.     

'I can find my own Elder!' Cultural engagement as serious leisure for Aboriginal adults living in non-Aboriginal group homes

Leisure experiences for people with intellectual disabilities are often limited by influential dependency-laden assumptions found within disability service paradigms. Within a group home living environment, leisure can become even more constrained through the necessity to accommodate the desires, abilities, and needs of other residents as well as the time, duties, and available resources of the group home staff. For Canadian First Nations people with intellectual disabilities who may have been removed from their culture to be supported in a group living environment, cultural engagement needs to be purposeful and intentional as the desire to experience traditional activities is for more than simple pleasure, as explained by Stebbins’ concept of serious leisure. Using an ecological perspective, the purpose of the study was to (a) gain an understanding of the knowledge, experience, and meaning of Aboriginal culture to Aboriginal adults with intellectual disabilities living in a group home/supportive living setting, (b) become aware of the challenges experienced by the participants when connecting with their culture, and (c) develop strategies to address challenges presented so the participants can maintain/become further engaged in their culture. Using an Indigenist research framework to come to understand their experiences and ascribed meaning of Aboriginal culture, the participants were able to ‘Know’, ‘Be’, and ‘Do’ culture on their own terms. The strengths perspective may help to write a counter-story of possibility, hope, expectation and independence in response to a dominant grand narrative of inadequacy, hopelessness, underachievement and dependence which is typically the paradigmatic thinking associated with marginalised groups.     

A decade of injury monitoring in the New Zealand adventure tourism sector: A summary risk analysis

Adventure tourism safety has received relatively little research attention despite the level of risk inherent in many adventure activities. In New Zealand, an absence of surveillance or monitoring of injury in the adventure sector has had important implications for the management of tourist safety. A series of studies conducted by the authors between 1996 and 2006 have sought to address this knowledge gap, with the aim of identifying the extent and nature of adventure tourism injury using a range of primary and secondary data sources. The paper reports on findings from a summary risk analysis of these studies, including evidence for the scale of the adventure tourism injury problem, and ranking of degree of risk for a range of factors for safety in adventure tourism participation. A conceptual model to assist risk management in the adventure sector is presented, and implications of findings for management and the adventure sector are discussed.     

Advancing community resilience research and practice: moving from “me” to “we” to “3D”

Abstract

Research and practice aimed at enhancing community resilience to disasters such as hurricanes have focused primarily on the survival of individuals and the development of social capital and networks. Less consideration has been given to the dynamics of social-ecological conditions that can govern post-disaster outcomes. This article provides a rationale for moving research and practice towards an adaptive systems framework, drawing on the cascading challenges that Gulf of Mexico coastal communities have endured since the 2010 Deepwater Horizon (DWH) oil spill. The adaptive approach recognizes that, in some situations, crises can highlight avenues for improvement, where greater resilience can be achieved by addressing the dynamic context of a disaster. We discuss implications for clarifying interdependencies, bridging the science-society gap, and making course corrections through iterative processes. We also highlight how the approach might foster policy addressing global challenges such as changing climate conditions, rapid urbanization, and disease pandemics.     

Perceptions of workplace bullying in the New Zealand travel industry: Prevalence and management strategies

Workplace bullying is a major cause of stress and psychological harm for employees and a costly problem for organisations. Within the travel industry, little is known about the extent and nature of the workplace bullying problem. This paper reports on findings from a survey of 332 New Zealand travel industry staff and managers. The finding that more than one-in-ten respondents experienced bullying in the workplace indicates a significant problem for the sector. In comparison to those who had not experienced bullying, targets of bullying reported lower levels of constructive leadership, colleague support, and supervisor support, and lower self-rated performance. Targets also reported higher levels of stress, lower levels of emotional wellbeing, higher absenteeism, and a higher intention to leave the organisation. Organisational responses to bullying reported to be most effective were those that focused on improvements in communication and relationships. The paper discusses the importance of leadership in developing a bully-free culture within organisations.     

A reexamination of the web‐based job demand for PHR and SPHR certifications in the United States

Over the past decade, the exponential growth in Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) certifications awarded by the Human Resource Certification Institute substantiates the need to reexamine the base rate of HR job announcements that require or prefer such certification. Based on a sample of Web‐based job announcements in 2002, Aguinis, Michaelis, and Jones (2005) reported that only 1.4 percent required or preferred PHR/SPHR certification. Using a similar design, the current study found that 15.6 percent of job announcements required or preferred PHR/SPHR certification, which is nearly 11 times the rate found in the Aguinis et al. (2005) study. Results also suggested the demand for PHR/SPHR certification was positively related to experience, educational level, and job title level, with the base rate reaching 25.1 percent for managerial HR roles.