Search results

To articulate the interpretations and adaptations of Grounded Theory made within the 2G method, and the motivations behind them.

Literature review and conceptual approach reflecting on the authors' experience of having developed the 2G method.

Identifies six adaptations of Grounded Theory as being of particular interest. Five relate to method procedures, namely: developing a core category; coding interview data; exposing evolving theories to stakeholders; developing multiple concept frameworks; and inter‐linking concepts. The sixth relates to expectations on method users, and the tension between expertise relating to the phenomenon being analysed, and openness in interpreting the data.

Shows how Grounded Theory procedures have been adapted and used in IS methods. Specifically, the paper illustrates and makes explicit how a specific method (the 2G method) has evolved.

Provides insights for users of Grounded Theory (GT) and developers of IS methods on how GT procedures have been interpreted and adapted in previous and the authors' own research.

Provides insights into how Grounded Theory (GT) procedures have been adapted for use in other IS methods, with insights from the authors' own experience of having developed the 2G method. Reflects on the use of GT procedures in a number of case studies related to tool evaluation. Identifies six areas in which specific interpretations or adaptations of GT were considered necessary in the contexts in which the studies were undertaken, and justifies these six departures from standard interpretations of GT procedures.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

Devotes the entire journal issue to managing human behaviour in US industries, with examples drawn from the airline industry, trading industry, publishing industry, metal products industry, motor vehicle and parts industry, information technology industry, food industry, the airline industry in a turbulent environment, the automotive sales industry, and specialist retailing industry. Outlines the main features of each industry and the environment in which it is operating. Provides examples, insights and quotes from Chief Executive Officers, managers and employees on their organization’s recipe for success. Mentions the effect technology has had in some industries. Talks about skilled and semi‐skilled workers, worker empowerment and the formation of teams. Addresses also the issue of change and the training that is required to deal with it in different industry sectors. Discusses remuneration packages and incentives offered to motivate employees. Notes the importance of customers in the face of increased competition. Extracts from each industry sector the various human resource practices that companies employ to manage their employees effectively ‐ revealing that there is a wide diversity in approach and what is right for one industry sector would not work in another. Offers some advice for managers, but, overall, fails to summarize what constitutes effective means of managing human behaviour.

The purpose of this paper is to develop and apply accurate and original models to understand and analyze the effects of the fabrication temperatures on thermal-induced stress and speed performance of nano positively doped metal oxide semiconductor (pMOS) transistors.

The speed performances of nano pMOS transistors depend strongly on the mobility of holes, which itself depends on the thermal-induced extrinsic stress σ. The author uses a finite volume method to solve the proposed system of partial differential equations needed to calculate the thermal-induced stress σ accurately.

The thermal extrinsic stress σ depends strongly on the thermal intrinsic stress σ₀, thermal intrinsic strain ε₀, elastic constants C11 and C12 and the fabrication temperatures. In literature, the effects of fabrication temperatures on C11 and C12 needed to calculate thermal-induced stress σ₀ have been ignored. The new finding is that if the effects of fabrication temperatures on C11 and C12 are ignored, then, the values of stress σ₀ and σ will be overestimated and, then, not accurate. Another important finding is that the speed performance of nano pMOS transistors will increase if the fabrication temperature of silicon-germanium films used as stressors is increased.

To predict correctly the thermal-induced stress and speed performance of nano pMOS transistors, the effects of fabrication temperatures on the elastic constants required to calculate the thermal-induced intrinsic stress σ₀ should be taken into account.

There are three levels of originalities. The author considers the effects of the fabrication temperatures on extrinsic stress σ, intrinsic stress σ₀ and elastic constants C11 and C12.

The lack of critical thinking in new graduates has been a concern to the nursing profession. The purpose of this study was to investigate the effects of an innovative, evidence-based skills fair intervention on nursing students' achievements and perceptions of critical thinking skills development.

The explanatory sequential mixed-methods design was employed for this study.

The findings indicated participants perceived the intervention as a strategy for developing critical thinking.

The study provides educators helpful information in planning their own teaching practice in educating students.

Rambling warehouses whose mysterious contents were a tightly kept secret of the storeman and his acolytes are fortunately a thing of the past. Modern single storey warehouses now sprawl across the landscape at every strategically situated motorway intersection. Yet there is much more to designing a warehouse than simply choosing the best site or installing fork‐lift trucks. In this article Brian McKibbin focuses attention on some of the neglected areas of physical distribution where further economics may still be made. The article is based on a paper presented by Mr McKibbin at the “New Environment Conference on Physical Distribution” organised by the Warrington New Town Development Corporation recently.

This study aims to examine the relative effects of three organizational brand types (product, employment and corporate social responsibility brands) on organizational attractiveness. The potential differences in the impacts exerted by each brand on organizational attractiveness between the US and Chinese job seekers are also examined.

A policy-capturing design was used among both US and Chinese participants to test the hypothesized relationships using multilevel modeling.

Results suggest that each brand type independently contributes to the prediction of attractiveness, with the employment brand a significantly stronger predictor than the other two. Besides, the strength of relationships between brands and organizational attractiveness varies among job seekers from different national contexts.

The findings contribute to the limited understanding of how different types of brands together influence organizational attractiveness among job seekers, and the role national context plays in it.

Argues that a clear policy on sexual harassment will help male and female employees work together effectively, because it will reduce women’s worries about harassment, while reassuring male employees about what is and isn’t acceptable. Sets out five steps to preventing harassment at work ‐ clarifying what sexual harassment is and why it happens; evaluating the current workplace environment; educating employees; choosing the right person to implement and monitor the policy; and making sure that the policy is carried out. Explains what is involved in each step, drawing on examples for US firms to show good and bad practice.

The following is a short account of the application of computer techniques to the cataloguing and indexing of special collections which include manuscripts, and to the amalgamation into one sequence of manuscript entries from several index sequences. Seven projects are described, the fourth and fifth of which were done on contract by Brian Jones, of Newcastle University Computing Laboratory, for the Public Record Office. The other five are being done by Alistair Elliot.