In today’s knowledge environment, individuals and groups who gather relevant information about the organization’s external environment and distribute that information for use by their colleagues receive increasing attention and are viewed with great importance. These individuals have been named Information Gatekeepers. Thus far, researchers have not established a unanimous and interdisciplinary definition regarding the human information gatekeeper. Nonetheless, a recurrent theme in previous papers regards gatekeepers as a select few throughout the organization. This approach creates two kinds of employees based on a specific set of criteria – those who are gatekeepers and those who are not. The main goal of this research is to examine whether gate keeping is an individual attribute that exists or does not exist within the organization, or whether gate keeping is a continuous attribute that exists within every member and throughout the organization in varying intensity subject to differences in personal characteristics and other factors. We find that evidence to the existence of latter approach is significant and suggest practical recommendations that arise from these findings.

Table of Contents for Volume 22 of Informing Science: the International Journal of an Emerging Transdiscipline, 2019

Aim/Purpose: This paper aimed to explore the impact of compassion fatigue, compassion satisfaction, and burn-out among the general population during the pandemic. Background: The paper has attempted to explore compassion fatigue, compassion satisfaction, and burn-out among the population at large, especially during the pandemic. This area has not been explored as yet. Methodology: A simple random sample of 98 males and 88 females was collected anonymously through a Google form survey. Part A collected demographic data and Part B comprised of 15 statements with 5 each for compassion fatigue, compassion satisfaction, and burn-out, adapted from a Compassion Fatigue/Satisfaction Self-Test. ANOVA single factor was employed for the three variables of compassion fatigue, compassion satisfaction, and burn-out using a 0.05 significance level. Correlations among the variables were also analyzed. Contribution: The present paper contributes to covering the research gap of investigating the presence of compassion fatigue, compassion satisfaction, and burn-out among the population at large comprising the age group of 18 to 60+ and from different professions. Findings: The findings revealed significant differences in the levels of compassion fatigue, compassion satisfaction, and burn-out in the population at large during the pandemic. Future Research: The findings can be further strengthened by extending it to a larger sample size across different nations and, specifically, studying gender differences during such adverse pandemic situations.

Aim/Purpose: The Covid-19 pandemic has created many adverse effects. It overloads the healthcare system, causes deaths, and angers some at anti-covid restrictions. This study examines the feasibility of using technical and technological ideas to overcome these effects. The solution is based on new knowledge about the virus, its nature, formation, and activation in the environment. Background: The rapid spread of a new coronavirus infection is taking place against the background of a lack of time required to create new treatment scenarios for the disease, development, production, and vaccine safety research. In such a situation, it became necessary to gain this time for organizing and conducting events that could reduce the burden on the healthcare system. Methodology: The science that studies the morphology, physiology, genetics, ecology, and evolution of viruses is virology. The modern development of virology is moving towards a more accurate and comprehensive description of the mechanisms of interaction of viruses with the host organism. This contributed to the emergence of genomics, transcriptomics, proteomics, and immunomics. However, in virology, there is no particular discipline that sets itself three fundamental goals: to substantiate a single concept of the emergence of viruses; to study the natural mechanisms of formation of virus molecules in the environment; to describe the natural mechanisms of activation of certain viruses in the environment that cause viral pandemics. As a result, there are many articles among the published scientific articles on viruses dealing with the mechanisms of interaction of viruses with the host organism. However, there are no articles on the natural mechanisms of formation and activation of certain viruses in the environment. In the absence of such specialized articles, we were forced to use the method of systems transdisciplinary generalization of disciplinary knowledge to achieve our article’s purpose. Generalization created new knowledge about the nature of viruses, about the mechanisms of their formation and activation in the environment and cells of biological organisms. It is logical to assume that to synchronize the state of biological objects of all functional ensembles on the planet, it is necessary to create and activate appropriate “technological tools.” We have suggested and proved that RNA viruses play the role of such tools. Piezoelectricity activates viruses. It occurs during the compression and stretching of sedimentary rocks and bases of continental plates in different territories. Contribution: The systems transdisciplinary generalization of the knowledge of scientific disciplines made it possible to edit the concept of viruses, to eliminate stereotypes that arose due to the use of unsuccessful analogies. As a result of this generalization, it was possible to prove that viruses are not intracellular parasites. The virus is a “technological tool” of the planetary organizing component. This “tool” aims to correct the genetic programs of organisms of all functional ensembles (plants, animals, people), which will maintain the state of organisms and the parameters of their metabolism in changing environmental conditions. Findings: The viruses that triggered pandemics in the 20th century and early 21st century are RNA viruses. RNA molecules play the role of “technological tools” that the planetary organizing component uses to carry out short-term and long-term adjustments and constant support of the genetic programs of biological organisms. Therefore, in such a situation, it is advisable to talk not about the fight against the virus but only about eliminating the negative manifestations of the Covid-19 pandemic: reducing the number of people in need of emergency hospitalization, eliminating cases of the acute course of the disease and deaths. It is proposed to use certain technical and technological ideas and solutions to eliminate these negative manifestations. Recommendation for Researchers: This paper recommends that researchers use new interdisciplinary and transdisciplinary approaches. They challenge assumptions and conclusions about the nature of viruses, and the mechanisms of their formation and activation in the environment can initiate. Such new research might describe the mechanisms that form and activate viruses in the environment and the body’s cells. They also might provide practical use of this knowledge to eliminate the multiple speculations and fears that arise against the background of reports of the likely appearance of more deadly viruses and viral infections. Future Research: The results of a systems transdisciplinary generalization of disciplinary knowledge about the nature and purpose of viruses are essential for expanding the horizon of the scientific worldview. Future fundamental research on the mechanisms of objective organizing constituents, a general description given in this article, will contribute to a deeper understanding of chemical and biological evolution mechanisms in which modern humanity is involved. In due time, such an understanding will allow a new look at the existing scenarios of the world socio-economic order, explore and describe new principles of sustainable development of society.

The objective of this study was to explore through the Model of Theory of Planned Behaviour the most important variables that influence the practice of physical and sports activity at home supported by virtual training in the context of the COVID-19 pandemic. A cross-study was proposed between countries from three continents, distributing the questionnaire in Spain (Europe), Pakistan (Asia), and Colombia (South America) to ensure a comprehensive study. The methodology of structural equations using partial least squares was used. The empirical exploratory study supported the hypotheses proposed, with the most important result that confinement due to the COVID-19 pandemic has been a factor causing the practice of physical and sports activity at home. This is one of the first studies to examine sports practice at home and the new context of sports practice that has generated disruptive technologies and the global crisis of the COVID-19 pandemic.

'What's going on?' Within the context of our critically-informed teaching practice, we see moments of deep learning and reflexivity in classroom discussions and assessments. Yet, these moments of criticality are interspersed with surface learning and reflection. We draw on dichotomous, linear developmental, and messy explanations of learning processes to empirically explore the learning journeys of 20 international Chinese and 42 domestic New Zealand students. We find contradictions within our own data, and between our findings and the extant literature. We conclude that expressions of surface learning and reflection are considerably more complex than they first appear. Moreover, developing critical reflexivity is a far more subtle, messy, and emotional experience than previously understood. We present the theoretical and pedagogical significance of these findings when we consider the implications for the learning process and the practice of management education.

Management educators often assume that research-based arguments ought to be convincing to students. However, college students do not always accept even well-documented research findings. Among the reasons this might happen, we focus on the potential role of psychological mechanisms triggered by scholarly arguments that affect students' self-concepts, leading them to engage in self-enhancing or self-protective responses. We investigated such processes by examining students' reactions to a research argument emphasizing the importance of intelligence to job performance, in comparison to their reactions to research arguments emphasizing the importance of emotional intelligence and/or fit. Consistent with our predictions, students were less likely to accept the argument for the importance of intelligence compared to the alternative, less threatening, arguments (i.e., the importance of emotional intelligence or fit). Further, acceptance of the argument about the importance of intelligence was affected by students' grade point average (GPA) and moderated by their emotional stability. Specifically, consistent with self-enhancement theory, students with lower GPAs were more likely to reject the argument for intelligence and give self-protective reasons for their responses, whereas students with higher GPAs were more likely to accept the argument and give self-enhancing reasons. Implications for future research and for management teaching are discussed.

Most research on creativity describes it as a net positive: producing new products for the organization and satisfaction and positive affect for creative workers. However, a host of anecdotal and historical evidence suggests that creative work can have deleterious consequences for relationships. This raises the question: how does creativity at work impact relationships at home? Relying on work-family conflict and resource allocation theory as conceptual frameworks, we test a model of creative behaviors during the day at work and the extent to which employees spend time with their spouses at home in the evening, using 685 daily matched responses from 108 worker-spouse pairings. Our results reveal that variance-focused creative behaviors (problem identification, information searching, idea generation) lead to a decline in time spent with spouse at home. In contrast, selection-focused creative behaviors (idea validation) lead to an increase in time spent with spouse. Further, openness to experience moderates these relationships. Overall, the results raise questions about the possible relational costs of creative behaviors at work on life at home.

This study investigates Anglo expatriate managers learning, knowledge acquisition, and adjustment to the host culture when working within Anglo multi-national companies operating in China. A structural equation model based on data from 121 expatriate managers reveal that Anglo managers adjust more effectively when their learning styles are congruent with the demands of the host culture. Their levels of accumulated managerial tacit knowledge and adaptive flexibility were also associated with their learning styles which in turn led to more effective adjustment to the host culture. Implications for theory, global manager development, and expatriate management are provided.

As evidenced by recent legislation and media attention, eradicating gender inequity in the workforce is of significant importance today. However, this interest in justice stands in bold contrast to the continued wage gap, the steady number of gender discrimination suits filed, and the plethora of cases exposed in the media. Previous data collected in 2006 suggests that university students do not perceive gender discrimination as a threat of major significance to themselves or others. University students tend to minimize or even disregard the likelihood that they will witness or experience gender bias or discrimination in their career. The current study serves as a continuation of and a comparison to the 2006 study, with the goal of determining whether the perspective of university students has shifted, or whether they continue to consider themselves to be immune to the injustice of gender discrimination at work. Our findings suggest that students in this cohort are not only more acutely aware of these issues, but that this awareness has expanded to include increased concern over gender discrimination against men as well. The reluctance of students to believe that they personally will be unaffected by gender discrimination has been and continues to be surprisingly high.

Despite the extensive research into the effects of reputation, virtually all of this research has examined the effect of one type of reputation on one or more specific outcomes. In this study we ask the question: How do the reputations of analysts, CEOs, and firms individually and jointly affect firm outcomes? To answer this question we focus on a context where reputations are particularly relevant - changes in analyst recommendations and the effect of those changes on stock market reactions. Our study makes contributions to the growing reputation literature by being one of the first studies to recognize and measure how the market accounts for multiple reputations. Further, we argue and find that the reputations of different actors interact with each other when determining particular firm outcomes. We find that different actor's reputations influence the reactions of observers.

"Best Places to Work" (BPTW) and similar competitions are a proliferating form of third party employment branding. Little is known, however, about how single or repeated third party employment branding occurrences relate to key human capital outcomes. Extending signaling theory by considering signal credibility and comparability, we use archival and survey data from 624 BPTW participants in sixteen competitions across a three-year period to develop and test hypotheses linking BPTW certifications to collective turnover rates and key informant perceptions of applicant pool quality. We find that certifications are associated with lower turnover rates, and in addition, propose competing crystallization and celebrity hypotheses that model turnover trajectories with repeated certifications, finding diminishing marginal turnover reductions across multiple certifications. We also examine company size and industry job opening moderators, finding that as certifications increase, applicant pool quality is (1) higher in smaller companies and (2) higher when job openings are scarcer. Finally, beyond being certified or not, we find supplemental evidence for effects of the specific certification level achieved (e.g., 2nd versus 15th). This investigation advances theory related to collective turnover, applicant pool quality, and employment branding, and is relevant to company decisions about seeking or re-seeking third party certifications.

Research about the effects of an organization's general reputation following a negative event remains equivocal: Some studies have found that a high reputation is a benefit because of the stock of social capital and goodwill it generates; others have found it to be a burden because of the greater stakeholder attention and violation of expectations associated with a negative event. We theorize that stakeholders' level of organizational identification helps explain which mechanisms are more dominant. We test our hypotheses on a sample of legislative references associated with NCAA major infractions from 1999-2009. Our results indicate that a high reputation is a burden for an organization when considering low-identification stakeholder support: As the number of legislative references increases, a high-reputation university will receive fewer donations from non-alumni donors than universities without this asset. In contrast, a high reputation is a benefit when considering high-identification stakeholder support: As the number of legislative references increases, a high-reputation university will receive more donations from alumni donors than universities without this asset. However, an exploratory investigation reveals that alumni donations to high-reputation universities decline as the number of legislative references increases, suggesting that the benefit of a high reputation has a limit.

This article examines the conditions under which organizations publicly respond to unfavorable consumer evaluations that challenge their market identity. Because organizations' market identities are certified by expert evaluations, consumers' devaluations that challenge these expert evaluations represent an identity threat. However, organizations do not always react to consumers' devaluations because of the risks associated to public responses. Hence, we first predict that organizations are more likely to respond to severe devaluations than to weaker ones; second, we propose that organizations, when faced with severe devaluations, are more likely to craft responses that justify their actions and behaviors. We further contend that, for any market identity under consideration, an organization's reputation amplifies these relationships. Analyses of a dataset of London hoteliers' responses to online reviews posted on TripAdvisor during the period 2002-2012 lend substantial support to our hypotheses.

Exit is a critical part of the entrepreneurial process. At the same time, research indicates that founders are likely to form strong identity connections to the organizations they start. In turn, when founders exit their organizations, the process of psychological disengagement might destabilize their identities. Yet, limited research addresses how founders experience exit or how they manage their identities during this process. Through a qualitative, inductive study of founders of technology-based companies, I developed a theoretical model of founder psychological disengagement that delineates how founder work orientations relate to the disengagement paths that founders follow when leaving one organization and starting another. In elaborating theory on psychological disengagement, this study has implications for understanding the psychology of founders, how founders exit and begin again, and psychological disengagement, more broadly.

This study draws on social identity theories of behavioral contagion and research concerning narratives in organizations to present and test a framework for understanding how narratives embed values in organizational newcomers' actions. Employing a field experiment using 632 newly-hired employees in a large IT firm that prioritizes self-transcendent values, this study explores how narratives varying in terms of the organizational level of main characters and the values-upholding or values-violating behaviors of those characters influence newcomers' tendencies to engage in behaviors that uphold or deviate from the values. Results indicate that stories about low-level organizational characters engaging in values-upholding behaviors are more positively associated with self-transcendent, helping behaviors and negatively associated with deviant behaviors, than are similar stories about high-level members of the organization. Stories in which high-level members of the organization violate values are negatively related to newcomers' engagement in both helping and deviance more strongly than are values-violating stories about lower-level members. Content analyses of the stories suggest that they convey values in different and potentially important ways. Implications, future directions, and limitations are discussed.

We examine when and why creative role identity causes entitlement and unethical behaviors and how this relationship can be reduced. We found that the relationships among the creative identity, entitlement, and dishonesty are contingent on the perception of creativity being rare. Four experiments showed that individuals with a creative identity reported higher psychological entitlement and engaged in more unethical behaviors. Additionally, when participants believed that their creativity was rare compared to common, they were more likely to lie for money. Moreover, manipulation of rarity of creative identity, but not practical identity, increased psychological entitlement and unethical acts. We tested for the mediating effect of psychological entitlement on dishonesty using both measurement of mediation and experimental causal chain approaches. We further provide evidence from organizations. Responses from a sample of supervisor-subordinate dyads demonstrated that employees reporting strong creative identities who perceived creativity as rare in their work-group rather than common were rated as engaging in more unethical behaviors by their supervisors. This paper extends prior theory on negative moral consequences of creativity by shedding new light on assumption regarding the prevalence of creativity and the role psychological entitlement plays.

We study the interplay between regulatory mandates and competition on a focal firm's new resource investments. While prior literature has separately pointed to the influence of competition and regulatory policy on a focal firm's resource decisions, less is known about how the policy effect interacts with the competitive effect. Studying how regulatory mandates moderate the effect of competition on a focal firm's new resource investments, we show that resource redeployment is not simply a function of internal firm decisions but a response to external forces. We find that regulatory mandates dampen the effect of competitors' new resource investments on a focal firm's new resource investments. Distinguishing between different clean technology types, we show that this dampening effect is the stronger, the more distant the new resource is from incumbents' old resource base, and the more established the mandate is. We test our hypotheses in the context of renewable energy investments in waste-to-energy, wind, and solar in the U.S. electricity industry. Our data comprises 1542 utilities and private energy firms and their renewable investments from 1999 to 2010.

Female corporate leadership has drawn increasing attention from academia and practitioners. We contribute to the literature by examining the impact of CEO succession with gender change—i.e., a male CEO succeeded by a female or vice versa. We propose that due to gender differences in executive leadership positions, CEO succession with gender change may amplify the disruption of the CEO succession process and thus adversely affect post-succession firm performance and increase the likelihood of successor early departure. Using data from 3,320 CEO successions in companies listed in China's Shanghai and Shenzhen Stock Exchanges from 1997 to 2010, we find evidence to support this argument. We also find that the negative (positive) impact of male-to-female succession on firm performance (the likelihood of successor early departure) may be weakened by positive organizational attitudes toward female leadership as indicated by the presence of other female leaders on the firm's board of directors and/or top management team, and the successor's inside origin.

Management scholars have noted that leader departures often foreshadow higher turnover intentions (or lower organizational attachment) by subordinates left behind, especially when relationships between the departing leader and the subordinates, or leader-member exchanges (LMX), had been of high quality. In this paper, we posit that the quality of subordinates' relationships with all members of their relational system, not only their leader, must be considered to better understand how leader departures affect subordinates' organizational attachment. Our proposed relationships are illustrated in a theoretical model that includes phenomena at the individual-level (i.e., a subordinate's identification with the departing leader and with his/her organization), at the group-level (i.e., turnover contagion), and at the organizational level (i.e., organization-wide developmental climate). As such, we propose that elucidating how leader-departures affect organizational attachment requires multi-level theorizing and constructs. Theoretical and practical implications of such a 360-degree relational perspective on leader-departure effects are discussed.

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