Aim/Purpose: The research work investigated the information seeking process of undergraduates in a specialised university in Nigeria, in the course of a group assignment. Background: Kuhlthau’s Information Search Process (ISP) model is used as lens to reveal how students interact with information in the affective, cognitive and physical realms. Methodology: Qualitative research methods were employed. The entire seventy-seven third year students in the Department of Petroleum and Natural Gas and their course lecturer were the participants. Group assignment question was analysed using Bloom’s Taxonomy while the information seeking process of the students was garnered through dialogue journaling on WhatsApp Messenger. Contribution: The research explicates how students’ information seeking behaviour can be captured beyond the four walls of a classroom by using a Web 2.0 tool such as WhatsApp Messenger. Findings: The apparent level of uncertainty, optimism, and confusion/doubt common in the initiation, selection, and exploration phases of the ISP model and low confidence levels were not markedly evident in the students. Consequently, Kuhlthau’s ISP model could not be applied in its entirety to the study’s particular context of teaching and learning due to the nature of the assignment. Recommendations for Practitioners: The study recommends that the Academic Planning Unit (APU) should set a benchmark for all faculties and, by extension, the departments in terms of the type/scope and number of assignments per semester, including learning outcomes. Recommendation for Researchers: Where elements of a guided approach to learning are missing, Kuhlthau’s ISP may not be employed. Therefore, alternative theory, such as Theory of Change could explain the poor quality of education and the type of intervention that could enhance students’ learning. Impact on Society: The ability to use emerging technologies is a form of literacy that is required by the 21st century work place. Hence, the study demonstrates students’ adaptation to emerging technology. Future Research: The study is limited to only one case site. It would be more helpful to the Nigerian society to have this study extended to other universities for the purpose of generalisation and appropriate intervention.

Aim/Purpose: Most research on work-based learning and research relates to theory, including perspectives, principles and curricula, but few studies provide contemporary examples of work-based projects, particularly in the Australian context; this paper aims to address that limitation. Background: The Professional Studies Program at University of Southern Queensland is dedicated to offering advanced practice professionals the opportunity to self-direct organizational and work-based research projects to solve real-world workplace problems; two such examples in the Australian context are provided by this paper. Methodology: The paper employs a descriptive approach to analyzing these two work-based research projects and describes the mixed methods used by each researcher. Contribution: The paper provides examples of work-based research in (a) health, safety, and wellness leadership and its relation to corporate performance; and (b) investigator identity in the Australian Public Service; neither topic has been examined before in Australia and little, if anything, is empirically known about these topics internationally. Findings: The paper presents the expected outcomes for each project, including discussion of the ‘triple dividend’ of personal, organizational, and practice domain benefits; as importantly, the paper presents statements of workplace problems, needs and opportunities, status of the practice domain, background and prior learning of the researchers, learning objectives, work-based research in the practice domain, and lessons learned from research which can be integrated into a structured framework of advanced practice. Recommendations for Practitioners: This is a preliminary study of two work-based research projects in Australia; as these and other real-world projects are completed, further systematic and rigorous reports to the international educational community will reveal the granulated value of conducting projects designed to change organisations and concordant practice domains. Recommendation for Researchers: While introducing the basic elements of research methods and expected out-comes of work-based projects, examples in this paper give only a glimpse into the possible longer-term contributions such research can make to workplaces in Australia. Researchers, as a consequence, need to better understand the relationship between practice domains, research as a valuable investigative tool in workplaces, and organizational and social outcomes. Impact on Society: Work-based learning and research have been developed to not only meet the complex and changing demands of the global workforce but have been implemented to address real-world organizational problems for the benefit of society; this paper provides two examples where such benefit may occur. Future Research: Future research should focus on the investigation of triple-dividend outcomes and whether they are sustainable over the longer term.

Aim/Purpose: Using Artificial Intelligence with Deep Learning (DL) techniques, which mimic the action of the brain, to improve a student’s grammar learning process. Finding the subject of a sentence using DL, and learning, by way of this computer field, to analyze human learning processes and mistakes. In addition, showing Artificial Intelligence learning processes, with and without a general overview of the problem that it is under examination. Applying the idea of the general perspective that the network gets on the sentences and deriving recommendations from this for teaching processes. Background: We looked for common patterns of computer errors and human grammar mistakes. Also deducing the neural network’s learning process, deriving conclusions, and applying concepts from this process to the process of human learning. Methodology: We used DL technologies and research methods. After analysis, we built models from three types of complex neuronal networks – LSTM, Bi-LSTM, and GRU – with sequence-to-sequence architecture. After this, we combined the sequence-to- sequence architecture model with the attention mechanism that gives a general overview of the input that the network receives. Contribution: The cost of computer applications is cheaper than that of manual human effort, and the availability of a computer program is much greater than that of humans to perform the same task. Thus, using computer applications, we can get many desired examples of mistakes without having to pay humans to perform the same task. Understanding the mistakes of the machine can help us to under-stand the human mistakes, because the human brain is the model of the artificial neural network. This way, we can facilitate the student learning process by teaching students not to make mistakes that we have seen made by the artificial neural network. We hope that with the method we have developed, it will be easier for teachers to discover common mistakes in students’ work before starting to teach them. In addition, we show that a “general explanation” of the issue under study can help the teaching and learning process. Findings: We performed the test case on the Hebrew language. From the mistakes we received from the computerized neuronal networks model we built, we were able to classify common human errors. That is, we were able to find a correspondence between machine mistakes and student mistakes. Recommendations for Practitioners: Use an artificial neural network to discover mistakes, and teach students not to make those mistakes. We recommend that before the teacher begins teaching a new topic, he or she gives a general explanation of the problems this topic deals with, and how to solve them. Recommendations for Researchers: To use machines that simulate the learning processes of the human brain, and study if we can thus learn about human learning processes. Impact on Society: When the computer makes the same mistakes as a human would, it is very easy to learn from those mistakes and improve the study process. The fact that ma-chine and humans make similar mistakes is a valuable insight, especially in the field of education, Since we can generate and analyze computer system errors instead of doing a survey of humans (who make mistakes similar to those of the machine); the teaching process becomes cheaper and more efficient. Future Research: We plan to create an automatic grammar-mistakes maker (for instance, by giving the artificial neural network only a tiny data-set to learn from) and ask the students to correct the errors made. In this way, the students will practice on the material in a focused manner. We plan to apply these techniques to other education subfields and, also, to non-educational fields. As far as we know, this is the first study to go in this direction ‒ instead of looking at organisms and building machines, to look at machines and learn about organisms.

The all-pervasive Internet has created serious problems, such as Internet overuse, which has triggered considerable debate over its relationship with addiction. To further explore its genetic susceptibilities and alternative explanations for Internet overuse, we proposed and evaluated four hypotheses, each based on existing knowledge of the biological bases of addiction, inattention, novelty-seeking, and harm-avoidance. Four genetic loci including DRD4 VNTR, DRD2 Taq1A, COMT Val158Met and 5-HTTLPR length polymorphisms were screened from seventy-three individuals. Our results showed that the DRD4 4R/4R individuals scored significantly higher than the 2R or 7R carriers in Internet Addiction Test (IAT). The 5-HTTLPR short/short males scored significantly higher in IAT than the long variant carriers. Bayesian analysis showed the most compatible hypothesis with the observed genetic results was based on attention (69.8%), whereas hypotheses based harm-avoidance (21.6%), novelty-seeking (7.8%) and addiction (0.9%) received little support. Our study suggests that carriers of alleles (DRD4 2R and 7R, 5-HTTLPR long) associated with inattentiveness are more likely to experience disrupted patterns and reduced durations of Internet use, protecting them from Internet overuse. Furthermore, our study suggests that Internet overuse should be categorized differently from addiction due to the lack of shared genetic contributions.

The global Business Intelligence (BI) market grew by 10% in 2013 according to the Gartner Report. Today organizations require better use of data and analytics to support their business decisions. Internet power and business trend changes have provided a broad term for data analytics – Big Data. To be able to handle it and leverage a value of having access to Big Data, organizations have no other choice than to get proper systems implemented and working. However traditional methods are not efficient for changing business needs. The long time between project start and go-live causes a gap between initial solution blueprint and actual user requirements in the end of the project. This article presents the latest market trends in BI systems implementation by comparing Agile with traditional methods. It presents a case study provided in a large telecommunications company (20K employees) and the results of a pilot research provided in the three large companies: telecommunications, digital, and insurance. Both studies prove that Agile methods might be more effective in BI projects from an end-user perspective and give first results and added value in a much shorter time compared to a traditional approach.

Aim/Purpose: This paper describes the regulatory affairs discipline as a useful case in the study of both inter- and transdisciplinary science and dynamics related to communication across multiple boundaries. We will 1) outline the process that led to the development of transnational competencies for regulatory affairs graduate education, 2) discuss how the process highlights the transdisciplinary character of regulatory affairs, 3) provide implications for how to communicate the influence of this characterization to future healthcare professionals, and 4) draw conclusions regarding how our lessons-learned might inform other programs of study. Background: In the past few decades, the regulatory affairs profession has become more internationalized. This prompted the need for new competencies grounded in the transnational and cross-disciplinary contexts in which these professionals are required to operate. Methodology: A convenience sample of experienced regulatory affairs professionals from multiple disciplines contributed to the development of transnational competencies for a master’s program in regulatory affairs using a transdisciplinary framework. Contribution: An applied exemplar in which to understand how transdisciplinary characteristics can be communicated and applied in higher education. Recommendations for Practitioners: This paper recommends how competencies developed from a regulatory affairs program can serve as exemplars for other applied transdisciplinary higher education programs. Impact on Society: This framework provides a seldom-used reflective approach to regulatory affairs education that utilizes cross-disciplinary theory to inform competence-based formation of professionals.

Aim/Purpose: To discuss the Design Science Research approach by comparing some of its canons with observed practices in projects in which it is applied, in order to understand and structure it better. Background: Recent criticisms of the application of the Design Science Research (DSR) approach have pointed out the need to make it more approachable and less confusing to overcome deficiencies such as the unrealistic evaluation. Methodology: We identified and analyzed 92 articles that presented artifacts developed from DSR projects and another 60 articles with preceding or subsequent actions associated with these 92 projects. We applied the content analysis technique to these 152 articles, enabling the preparation of network diagrams and an analysis of the longitudinal evolution of these projects in terms of activities performed and the types of artifacts involved. Contribution: The content analysis of these 152 articles enabled the preparation of network diagrams and an analysis of the longitudinal evolution of these projects in terms of the activities and types of artifacts involved. Evidence was found of a precedence hierarchy among different types of artifacts, as well as nine new opportunities for entry points for the continuity of DSR studies. Only 14% of the DSR artifacts underwent an evaluation by typical end users, characterizing a tenth type of entry point. Regarding the evaluation process, four aspects were identified, which demonstrated that 86% of DSR artifact evaluations are unrealistic. Findings: We identified and defined a set of attributes that allows a better characterization and structuring of the artifact evaluation process. Analyzing the field data, we inferred a precedence hierarchy for different artifacts types, as well as nine new opportunities for entry points for the continuity of DSR studies. Recommendation for Researchers: The four attributes identified for analyzing evaluation processes serve as guidelines for practitioners and researchers to achieve a realistic evaluation of artifacts. Future Research: The nine new entry points identified serve as an inspiration for researchers to give continuity to DSR projects.

Aim/Purpose: This paper examines the impact of the transformational, servant, and paternalistic leadership styles on employee performance at the middle and senior levels. Background: Transdisciplinary research promotes the integration and development of various sciences. It provides more choices for leaders to adopt ways and practical activities to promote enterprise development. Complexity leadership theory emphasizes that effectively functioning organizations need distinct forms of leadership to work together. Leaders rely on different leadership practices in an emergent collaborative context, and finding an optimal balance is challenging. Many scholars have attempted to explore which leadership styles have a more significant impact on employees by distinguishing and defining types of leadership styles and explaining the process by which they influence employee behavior and performance. Various scholars have further explored and empirically demonstrated the impact of these three types of leadership styles (transformational, servant, paternalistic)on employee performance. While transformational and servant leadership have their roots in the West, paternalistic leadership has roots in China. Few scholars have conducted comparative studies on their positive impact on employee performance. How do these three leadership styles affect employee performance at the middle and senior levels in the Chinese context? Which combination of middle and senior leadership styles performs best? These are the second area that this paper will attempt to explore. Methodology: This study constructs a three-tier model at the senior, middle, and grassroots levels. A questionnaire survey was used to collect data. SPSS 22.0 and Amos were used for data analysis. Contribution: Through its construction of a three-tier model (senior, middle, and grassroots levels), the paper explores the combined effect of three leadership styles (transformational, servant, and paternalistic) on grassroots employees. It explores the impact of senior leaders across levels on grassroots employee performance, which is expected to provide a valuable addition to theories on leadership styles. It is also instructive to examine which leadership style performs better and what middle and senior leadership configurations are more conducive to driving beneficial employee behavior and, ultimately, corporate growth. Findings: The transformational, servant, and paternalistic leadership styles, both at the top and middle levels, have a significant positive relationship with employee performance; the middle leadership style plays a positive mediating role between the top leadership style and employee performance. In terms of impact on employee performance, transformational leadership shows the best results at both the top and middle levels, with paternalistic leadership second and servant leadership at the same level. Regarding which middle and senior leadership style pairing is the best, the sample is relatively small, and the gap between various pairing combinations is not evident from the data. If the sample size is enlarged, the coefficient will likely expand year-on-year. Therefore, we can assume that the pairing effect of top servant leadership and middle transformational leadership is the best, top paternalistic leadership and middle transformational leadership is the second-best, and the combination of top paternalistic leadership and middle-level servant leadership leaders is the weakest. Recommendation for Researchers: This paper extends the study of top and middle leadership’s combined effect on employee performance as a positive response to the call for multi-layer or cross-layer analysis in leadership research. The findings further enrich the literature on leadership style-related theories. The middle leadership style plays a positive mediating role between the top leadership style and employee performance. The trickle-down effect is further verified, i.e., the top leadership will have a permeating influence on employees through the middle leadership, and the top’s influence on the middle is generally more significant than the influence on grassroots employees. However, the difference between the influence of the middle leadership on the grassroots and that of the top on the grassroots is not apparent, which is inconsistent with the trickle-down effect that the middle leadership communicates more with the grassroots and has more influence on the grassroots, and further verification is needed. All three types of leaders positively affected employee performance, with the best being transformational leadership, paternalistic leadership, and servant leadership. This finding is consistent with some scholars and inconsistent with some scholars. The interested scholars can do further research. The better performance of diverse pairings in middle and senior leadership combinations is consistent with previous research suggesting that leadership styles have their own strengths and can be complementary. This paper further provides a comparative study of multiple leadership styles to validate the recognition and adaptability of leadership styles and further explain the complex relationship between leadership styles and employee job performance. Scholars can conduct comparative research on other leadership styles, and there may be different results. Future Research: Because of the cross-sectional data taken, the findings’ generalizability still needs further validation. There are many types of leadership styles, and there are other types of leadership styles that can be explored comparatively, perhaps leading to different findings. From another point of view, various leaders have their strengths, and they are not mutually hindering. More research is needed on team formation in a variety of contexts. Organic organizational structure enables knowledge creation and integration through the process of organizational learning through deep and continuous social interaction or dialogue. So we can further examine the influence process of leaders on employees from how to give full play to their advantages, such as improving shared leadership and shared communication.

Aim/Purpose: A literature review is often criticized for the absence of coherent construction, synthesis of topics, and well-reasoned analysis. A framework is needed for novice researchers to organize and present information obtained from the literature review. Background: Information and communication technologies advancement have yielded overwhelming information. The massive availability of information poses several challenges, including storage, processing, meaningful organization, and presentation for future consumption. Information System Researchers have developed frameworks, guidelines, and tools for gathering, filtering, processing, storing, and organizing information. Interestingly, information system researchers have vast information that needs meaningful organization and presentation to the research fraternity while conducting a literature review on a research topic. Methodology: This paper describes a framework called LACTiC (Location, Author, Continuum, Time, and Category) that we adapted from another framework called LATCH (Location, Alphabetical, Time, Category, and Hierarchy). LATCH was used to organize and present information on e-commerce websites for seamless navigation. We evaluated the LACTiC framework. Contribution: Information System Researchers can use the LACTiC framework to organize information obtained from literature review. Findings: The evaluation reveals that most researchers from information systems organize information obtained from the literature review category-wise, followed by continuum, author, time, and location. Recommendation for Researchers: Overall, the framework works well and can be helpful for researchers for an initial idea for organizing information obtained from the literature review. Future Research: To conceptualize the framework, the study was carried out using Information Systems related literature. To generalize the proposed framework, we may suggest that the study can be extended to other areas of business management, such as marketing, finance, operation, decision sciences, accounting, and economics.

Aim/Purpose: This study builds upon existing research by investigating the elements contributing to or buffering the onset of burnout symptoms. We examine the relationship between empowering leadership and burnout, considering the concurrent mediation effects of interpersonal workplace conflict, work-home conflict, and support from coworkers. Background: Burnout is a phenomenon that has been widely considered in the scientific literature due to its negative effect on individual and organizational well-being, as well as implications for leadership, coworker support, and conflict resolution. A deeper understanding of burnout prevention strategies across various professional contexts is paramount for enhancing productivity and job satisfaction. Methodology: Using a survey-based cross-sectional design, we employed a combination of Structural Equation Modelling (SEM) and Artificial Neural Network (ANN) to investigate the direct and indirect influences of empowering leadership on four dimensions of employee burnout, mediated by coworker support, interpersonal conflict at work, and work-home conflict. Contribution: This study provides initial insights into the direct and indirect influences of empowering leadership on various dimensions of burnout, highlighting the complex interplay with coworker support, work-home conflict, and workplace interpersonal conflicts. Ultimately, the study provides a comprehensive approach to understanding and mitigating burnout. Findings: Empowering leadership and coworker support can significantly reduce burnout symptoms, while high levels of work-home conflict and interpersonal conflict at work can exacerbate them. Our findings underscore the paramount role of interpersonal conflict in predicting burnout, urging organizations to prioritize resolving such issues for burnout prevention. Recommendation for Researchers: Following our findings, organizations should (a) promote empowering leadership styles, (b) foster coworker support and work-life balance, and (c) address interpersonal conflicts to reduce the likelihood of employee burnout while ensuring that these strategies are tailored to the specific context and culture of the workplace. Future Research: Future research should broaden the exploration of leadership styles’ effects on burnout, identify additional mediators and moderators, expand studies across sectors and cultures, examine differential impacts on burnout dimensions, leverage advanced analytical models, and investigate the nuanced relationship between work contract types and burnout.

Underpinned by stakeholder and agency theories, this study adopts a qualitative multiple-case study approach to explore and analyse various stakeholder interests and how they affect digitalisation in the health sector of a developing country (DC). The study's findings revealed that four key stakeholder interests - political, regulatory, leadership, and operational - affect digitalisation in the health sector of DCs. Further, the study found that operational and leadership interests were emergent and were triggered by some digitalisation initiatives, which included, inter alia, the use of new eHealth software and the COVID-19 vaccination exercise, which established new structures and worked better through digitalisation. Conversely, political and regulatory interests were found to be relatively enduring since they existed throughout the pre- and post-digitalisation eras. The study also unearthed principal-agent conflicts arising from technological, organisational and regulatory factors that contribute to the paradoxical outcomes of digitalisation in the health sector.

A semantically rich framework to enable real-time knowledge extraction from short length semi-structured documents Lavana Elluri 10:30-11:30 Monday, 4 November 2019, ITE346 Knowledge is currently maintained as a large volume of unstructured text data in books, laws, regulations and policies, news and social media, academic and scientific reports, conversation and correspondence, etc. Most of these […]

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Ph.D. Dissertation Defense Modeling and Extracting Information about Cybersecurity Events from Text Taneeya Satyapanich 9:30-11:30 Monday, 18 November, 2019, ITE346? People now rely on the Internet to carry out much of their daily activities such as banking, ordering food, and socializing with their family and friends. The technology facilitates our lives, but also comes with […]

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Social exchange theory is a broad theory that has been used to explain trust as an outcome of various exchange relationships, and research commonly presumes trust exists between exchange partners that have prior relationships. In this paper, we contribute to social exchange theory by isolating the trust outcomes of interorganizational exchanges from other outcomes emphasized by learning and knowledge-based perspectives, and by specifying important boundary conditions for the emergence of trust in interorganizational exchanges. We make such a theoretical contribution within the domain of strategic alliances by investigating the effects of previous alliance agreements, or prior ties, between the partnering firms. We find that prior ties generally lead to learning about a partner's anticipated behavioral patterns, which helps a firm predict when self-interested behavior may occur and know how to interact with the partner during the coordination and execution of the alliance tasks. By contrast, it is evident that the kind of trust emphasized in social exchange theory is not generally rooted in prior ties and only emerges from prior relationships under certain conditions. We discuss the implications of these findings for research on social exchange theory and for delineating the theory's domain of applicability.

'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.

Do firms learn from their failed innovation attempts? Answering this question is important because failure is an integral part of exploratory learning. In this study, we explore whether and under what circumstances firms learn from their small failures in experimentation. Building on organizational learning literature, we examine the conditions under which prior failures influence firms' R&D output amount and quality. An empirical analysis of voluntary patent expirations (i.e., patents that firms give up by not paying renewal fees) in 97 pharmaceutical firms between 1980 and 2002 shows that the number, importance, and timing of small failures are associated with a decrease in R&D output (patent count) but an increase in the quality of the R&D output (forward citations to patents). Exploratory interviews suggest that the results are driven by a multi-level learning process from failures in pharmaceutical R&D. The findings contribute to the organizational learning literature by providing a nuanced view of learning from failures in experimentation.

We consider how social and psychological connections among CEOs explain the propensity for corporate leaders to distance themselves socially from journalists who engage in negative reporting about firm leadership at other companies, and we examine the consequences for the valence of journalists' subsequent coverage. Our theoretical framework suggests that journalists who have engaged in negative coverage of a firm's leadership and strategy are especially likely to experience distancing from other leaders who (i) have friendship ties to the firm's CEO, (ii) are demographically similar to the CEO on salient dimensions, or (iii) are socially identified with the CEO as a fellow member of the corporate elite. Our theory and findings ultimately suggest that, due to the multiple sources of social identification between CEOs, journalists who engage in negative coverage of firm leadership tend to experience social distancing from multiple CEOs, and such distancing has a powerful influence on the valence of journalists' subsequent reporting about firm leadership and strategy across all the firms that they cover. We also extend our theoretical framework to suggest how the effect of social distancing on the valence of journalists' coverage is moderated by the early and late stages of a journalist's career.

Theories of status rarely address unearned status gain—an unexpected and unsolicited increase in relative standing, prestige or worth, attained not through individual effort or achievement, but from a shift in organizationally valued characteristics. We build theory about unearned status gain drawing from a qualitative study of 90 U.S.-based employees of a Japanese organization following a company-wide English language mandate. These native English-speaking employees believed that the mandate elevated their worth in the organization, a status gain they attributed to chance, hence deeming it unearned. They also reported a heightened sense of belonging, optimism about career advancement, and access to expanded networks. Yet among those who interacted regularly with Japanese counterparts, narratives also revealed discomfort, which manifested in at least two ways. These informants engaged in "status rationalization," emphasizing the benefits Japanese employees might obtain by learning English, and prevaricated on whether the change was temporary or durable, a process we call "status stability appraisal." The fact that these narratives were present only among those working closely with Japanese employees highlights intergroup contact as a factor in shaping the unearned status gain experience. Supplemental analysis of data gathered from 66 Japanese employees provided the broader organizational context and the nonnative speakers' perspective of the language shift. These findings expand our overall understanding of status dynamics in organizations, and show how status gains can yield both positive and negative outcomes.

Based on a multi-year field study of early-stage drug discovery project teams at a global pharmaceutical company, this paper examines how multidisciplinary teams engaged in knowledge creation combine formal and informal coordination mechanisms when faced with unpredictable interdependencies among specialists' knowledge domains. While multidisciplinary teams are critical for knowledge creation in increasingly specialized work environments, the coordination literature has been divided with respect to the extent to which such teams rely on formal coordination structures and informal coordination practices. Our findings show that when interdependencies among knowledge domains are dynamic and unpredictable, specialists design self-managed (sub-)teams around collectively held assumptions about interdependencies based on incomplete information (conjectural interdependencies). These team structures establish the grounds for informal coordination practices that enable specialists to both manage known interdependencies and reveal new interdependencies. Newly revealed interdependencies among knowledge domains, in turn, promote structural adaptation. Drawing on these findings, we advance an integrative model explaining how team-based knowledge creation relies on the mutual constitution of formal coordination structures and informal coordination practices. The model contributes to theory on organizational design and practice-based research on coordination in cross-disciplinary knowledge creation.

The interview questions deal with the means by which Estonia and other republics of the former Soviet Union managed to transform their educational systems and the impact of the Soviet heritage on this transformation. An interview was conducted with Professor Olav Aarna. In 1991 Professor Olav Aarna became the rector of TUT. From 2000 to 2003 he held the position of rector of the first private university in Estonia - Estonian Business School (EBS). From 2003 to 2007 Olav Aarna was member of the Estonian Parliament, serving also as Chairman of the Committee for Cultural Affairs responsible for education, research, culture and sports affairs. From 1998-2000 he was Vice Chairman of Estonian National Council for Research and Development. His experience in the field of educational legislation stems from his advisory position to the Minister of Education of Estonia from 1990 to1992. His competence in the field of the Bologna process results from the development of higher education legislation in Estonia (2002-...) and the development of a higher education quality assurance system for Estonia (2008-...). Olav Aarna has consulted third countries in the national qualifications framework (NQF) development as a European Training Foundation (ETF) expert.

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.

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.

Organizational theorists are increasingly interested in the antecedents of terminating interorganizational relationships, but have paid little attention to the disruptive consequences of such terminations on future tie formation. To redress this imbalance, the present study focuses on how venture capital (VC) firms' withdrawals from VC syndicates are associated with their subsequent syndication over the 1985 through 2008 period. We argue that withdrawals disrupt the relationships of the withdrawing VC firms with the coinvestors and reduce the likelihood of them entering into subsequent exchange (relational consequences). Furthermore, public information on the withdrawals can undermine the withdrawing VC firm's reputation for reliability, making it a less desirable exchange partner overall (global reputational consequences). Finally, we find that abandoned coinvestors can spread negative, private information about the withdrawing firm, reducing its chances of syndication with their other network contacts (local reputational consequences). We also show that the global and local reputational consequences attenuate each other, due to redundancy in the content of information each provides. We discuss the implications of our theory for the research on network dynamics and reputation.

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.

With this book, O’Regan efficiently addresses a wide range of ethical and legal issues in computing. It is well crafted, organized, and reader friendly, featuring many recent, relevant examples like tweets, fake news, disinformation

Understanding the free and open-source software (FOSS) movement has, since its beginning, implied crossing many disciplinary boundaries. This article describes FOSS’s history, explaining its undeniable success throughout the 1990s, and why the

The relational model is probably the one innovation that brought computers to the mainstream for business users. This article by Donald Chamberlin, creator of one of the first query languages (that evolved into the ubiquitous SQL), presents its history as a

The mathematics requirements for computer science (CS) students have been debated for decades. I began teaching in a CS program in 1983, and I recall similar discussions at that time. The debate has continued in one form or another

Welsh’s article explores how artificial intelligence (AI) developments may redefine the landscape of the field of software development and make traditional coding methodologies obsolete. Readers should find it interesting, as it forecasts the potential impact

While large language models (LLMs) like ChatGPT can assist writers with editing, they might hinder students from learning to generate ideas or write creatively. This article surveys the current state of algorithms for detecting LLM-generated content. Given that

The study shows that artificial intelligence (AI) has become highly important in contemporary computing because of its capacity to efficiently tackle intricate jobs that were typically carried out by people. The authors provide scientific literature that analyzes and

As an academic, I have cheered for and welcomed the open access (OA) mandates that, slowly but steadily, have been accepted in one way or another throughout academia. It is now often accepted that public funds means public

Money is a representation of wealth. A US dollar represents a fraction of the total wealth of the country. This definition underlies any discussion of currency, whether physical cash or digital tokens. Gold and silver have traditionally been used to represent a store of value that is intrinsic to a coin minted from

The lever-action shotgun has been with us for a long time, and here’s to hoping it will be around a lot longer.

THERE is good news for close to 15,000 University Malaya [UM] undergraduates returning to campus this October – homegrown retailer MR DIY will be distributing RM300 to each student to help them purchase essential supplies to facilitate their return to campus.

Dubbed #DIY4UM, the RM4.5 million cash aid distribution programme is being implemented in partnership with Touch ‘n Go via its eWallet platform.

The cash aid will be made to students on their Touch ‘n Go eWallets in three equal payments of RM100 each on Nov 1 and 30, and Dec 30.

Announcing the #DIY4UM aid programme, MR DIY CEO Adrian Ong said the programme was aimed at helping students make the back-to-campus transition as smooth and worry-free as possible.

He said: “The reopening of campuses is a major milestone for university students. After many months of lockdown, they will finally be able to reconvene on campus to fully benefit from the in-person learning experience and enjoy the academic social interaction with lecturers and fellow students alike.

“We believe it’s important that they are well equipped with protective and learning essentials to keep themselves safe while staying focused on their studies, which is why we are distributing this cash aid to undergraduates at University Malaya.”

He said students will be able to easily equip themselves with everyday student essentials, Covid-19 protective equipment and a wide range of stationery items at MR DIY retail stores as well as its online platform using the cash credit given.

In addition, the first 11,000 students who utilise the funds will be entitled to RM10 cashback when they spend a minimum of RM20 using the Touch ‘n Go Wallet.

The promotion applies at MR DIY Group stores, MR DIY Online, as well as the MR DIY mini programme available on Touch ‘n Go eWallet.

The programme is part of a strategic collaboration between MR DIY and Touch ‘n Go which was inked in July this year.

Commenting on the aid programme, Touch ‘n Go group chief executive officer Effendy Shahul Hamid said: “We are extremely pleased that the partnership between our companies has been extended into a benefit for society, in this case, students of University Malaya.

“We stand ready to support this initiative and we commend MR DIY for stepping up during these challenging times.”

All active Malaysian undergraduates at University Malaya are eligible for the aid. They are required to register online via Portal Maya UM by Oct 3, and ensure they have a valid Touch ‘n Go eWallet.

The initiative was lauded by Universiti Malaya’s Vice-Chancellor, Professor Dato’ Ir. Dr Mohd Hamdi Abd Syukor who said: “We are confident this initiative will be of great help to students as they return to campus.”

The #DIY4UM initiative is the latest in a series of collaborations between MR DIY and University Malaysia. MR DIY has for the past four years joined hands with UM and the Ministry of Education to organise the “DIY Made Simple” competition for schools with UM’s Community and Sustainability Center (UMCares).

The competition is a CSR initiative to cultivate awareness of sustainability among schoolchildren.

Visit MR DIY’s website at www.mrdiy.com, e-commerce platform at www.mrdiy.com.my, and social media channels on Facebook and Instagram.

DURING my visit in 1985, I had met the management staff at the plantation in Ghana. The one I remember most was Al Doku.

He was the chief accountant, about 45 years old, working for the managing director, Bill Morrison.

At the meeting in Morrison’s office, he could remember the figures well, and I was impressed. It was just that he was quiet for most of the time, and I could see that his eyes were sad.

At that time, there were many reasons to feel that way. The cedi was devaluing every week, and to go for dinner in town was a major decision for it would involve bringing your money in big wads to pay for it.

This is despite the income from gold that Ghana was blessed with as well as cocoa, which has a flavour that commands a premium. The country also produces shea nut, the fruit of massive trees that grow in the north. The oil is like cocoa butter.

However, that year the food shortage was bad, even potatoes were hard to find. They had to be imported.

Morrison had helped with giving breakfast to the workers, and they would line up for the palm oil, tapioca and fish cooked in large pots in front of them before they started work for the day.

Due to the shortage of hard currency, the plantation too had to make do without many things, and building of workers’ houses was one of them as no imported material was used.

At the housing project for workers, I had no time to ask about Al Doku.

I watched Bill giving instructions to the building supervisor. He was using earth to make a thick wall to build a house, and when it was dry after a few days, he added another level, until the building had a coat of cement and more walls for the rooms. I had not seen a building made in that way before. Bill was thorough.

“Saves a lot of money,” he said, as we had breakfast back in his bungalow. I had fried eggs and a lot of tapioca done very well that they looked like baked potatoes.

I knew that in London Leslie Davidson had advocated using raw materials for buildings, and even for expatriates, he said they could save by eating what is available in the local market and eat like what the locals do, but as usual Bill did not do anything by halves.

“We should be leaving soon to see the country, first to the slave castle at Cape Coast.”

It was in the car that he talked about Al Doku.

“He is going to London on a course that I had arranged for him. But the other reason is it gives him a chance to take his daughter there for treatment. She is losing her eyesight and probably it could be saved by the doctors there.”

“Let him know that I will be in London. I will take him to my house and have lunch with him. He impresses me.”

At the slave castle in Cape Coast, Bill had paid a guide to take us through the full tour. I saw the high white walls and the dark cellars made for the incarceration of human captives. The guide said they were standing in human waste until the time the ship arrived, and they were whipped and pushed through a small exit that all would call the “door of no return”.

We climbed into bright sunlight again to the chapel and the quarters of the commandant. The castle had been fought over by the Swedes, the Norwegians, the Danes and the Dutch before it fell to the English. They traded the slaves in the New World, coming home with cotton and sugar, and out again with cloth and guns to the Gold Coast, and the cycle went on for years.

I was tired after the tour. Bill said to me: “Now I will take you to Elmina castle.”

I did not expect that. It was more or less the same, tiring, as I walked on the hot open yard with rusted cannons lined over the thick stone walls facing the Atlantic below. Coconut trees leaned by the shore where lazy waves lapped away at the sand.

But where our car was parked, we were stopped by many hawkers, who made a brisk business selling handicraft, and what interested me most was the colourful cloth weaved in bright red, yellow and green that I knew was the work of skilled people. The pattern attracted me.

“Fine kente cloth, but tourist prices,” Bill said.

“Can you ask Al Doku if he can bring back a piece and I will pay him in London.”

That was how Al Doku met me again and on a weekend. I invited him for lunch with my family in Surrey and he brought the piece of cloth. It must have cost him a lot of money, and I did not mind paying him a premium for his effort, and it was very beautiful, and probably fit for a minor chief to wear in Ghana.

His daughter was getting medical treatment at a hospital.

I did not hear of Al Doku for many years after I left Unilever, but I still thought of his visit and the lunch like it was yesterday. I had always wondered how he got on after all these years. I remembered him warmly.

By chance, I met him again when he was attending an oil palm conference in Kuala Lumpur. It was just before the conference dinner. I was delighted to see him again and hugged him. I felt a glow of old friendship.

“But I don’t remember you,” he said.

I drew back and explained that he was my guest for lunch in England, and I had bought the kente cloth. I asked him how his daughter was.

But he still could not remember me. Long years had passed but surely he could not have forgotten.

I was told by then he was the managing director of the plantation business. I was upset through the courses of the dinner.

It was at the dessert stage that Al Doku walked up to my table and said with a smile.

“I am so sorry I could not remember you. I think I can remember you now.”

He tried to smile again.

“That’s all right,” I said returning to my dessert.

He tried to be nice to me but the glow of friendship was gone.

The writer has extensive experience in the management of oil palm plantations. Comments: letters@thesundaily.com

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