Search results

The purpose of this study is to expand corporate social responsibility research in communication management by understanding the dynamics of university social responsibility (USR). The COVID-19 pandemic and social justice protests of 2020 provide a context to study communication about universities’ dual roles as economic engines and social activists. Messaging from a university about its social responsibility goals can impact student perceptions.

A survey was conducted of 493 students enrolled at a major university in 2020. Students were asked about two real campaigns at their university, one about healthy behavior and one about racial justice on campus.

Altruism positively predicted reputation, trust and donation intent, while distrust was inversely predicted. Message credibility and believability were mediators of these relationships, but only source credibility mediated altruism for the social justice campaign. For universities, this study demonstrates the importance of communicating social responsibility messages with students. As an important and overlooked stakeholder group in USR, students may respond positively to these messages, which have implications for their potential willingness to donate after graduation.

This study contributes to the literature by merging variables from public relations and marketing with theory development in higher education management to provide a new perspective on ethical organizational communication.

Organizational change is endemic and can be disruptive for leaders' emotions and subsequent behaviors. While many studies focus on employees' reactions to change, there are few that focus on leader responses to change. The focus of our study is on leaders. In this chapter, we outline a qualitative study examining a leader's emotion regulation during organizational change. The aim of our research is to better understand the emotions leaders experience during organizational change and what emotion regulation strategies they enact to support positive outcomes.

Data were collected through interviews with 25 middle and senior management who were involved in organizational change at the time of interviews. The day reconstruction method was used to evoke and more accurately capture leaders' memories of an emerging or actual change event, the emotions they experienced, and the emotional regulation strategies utilized. Conceptualizing the change as a disruptive affective event, we asked participants to recall scenarios related to the change that triggered an emotional response and drew on the process model of emotion regulation (Gross, 1998a) to interpret these data. To round off the interviews, we captured the leader's personal outcomes from the emotion regulation strategies enacted.

Based on the data, leaders managing organizational change processes described the experience as a series of disruptive affective events that were more often associated with experiences of negatively valanced emotions (compared to positive emotions). Further, leaders were most likely to respond to these affective disruptions with the specific emotion regulation strategy of suppression (i.e., masking negative feelings with neutral or positive affective displays). A major reason leaders report responding with suppression is to maintain their professionalism, even if this undermines their health and well-being.

Qualitative research seeking to understand a leader's emotion experiences during organizational change is rare. These findings provide a more nuanced understanding of the affective nature of leaders' experiences and responses when managing the disruptive processes of change. This knowledge can assist organizations to develop processes and tools to support leaders dealing with the emotional realities of change to enable better outcomes for themselves and their followers.

Nearly 45 years ago, the Combahee River Collective, a group of Black feminists, released their statement, which served as a call to action to address gaps in contemporary Black feminism by engaging in antiracist and antisexist identity politics. In 1983, Jacqueline Fleming explored the making of matriarchs at historically Black colleges and universities (HBCUs) and predominantly white institutions (PWIs). Since then, there have been few explorations into the construction of Black womanhood at HBCUs (Njoku, 2017). Educational research across contexts that explores the construction of gender among African-American women has also been limited. This demonstrates a need to speak truth to power, challenging existing power structures throughout the academy. The inadequacy of educational narratives from Sistas at HBCUs, and across all institutional contexts, has yielded a single story of resilience that is used to validate the need for research on Black men, yet ignore Black women. As we look upon the survival of HBCUs beyond 2020, we must reconsider the ways that HBCUs contribute to the idea of identity politics and the existing challenges to these identity politics within HBCUs. In this chapter, we argue the importance for HBCU leaders to engage the Combahee River Collective's call by intentionally investing in Black women and amplifying narratives that give depth and debunk the myths and ignorance of Black women's college experiences. Truth-telling in this case harnesses the voices of African-American women at HBCUs “in the specific goal of confronting existing power relations”. We provide an updated response to the Combahee River Collective Statement in which we delve into the ways HBCUs contribute to identity politics and the challenges to identity politics at HBCUs. This chapter challenges power relations not only within the context that the narratives occurred but also within an academy that has failed to excavate them, until now.

Many Black women continue to negotiate their way within higher education institutions, which are influenced by social class, race, and gender biases. Several scholars contend that Black women’s objectification as the “other” and “outsider within” (Collins, 2000; Fitzgerald, 2014; Jean-Marie, 2014) is still apparent in today’s institutions yet many persist to ascend to top leadership positions (Bates, 2007; Epps, 2008; Evans, 2007; Hamilton, 2004; Jean-Marie, 2006, 2008). In particular, the inroads made by Black women administrators in both predominantly white colleges (PWIs) as well as historically black colleges and universities (HBCUs) depict a rich and enduring history of providing leadership to effect social change in the African American community (i.e., uplift the race) and at large (Bates, 2007; Dede & Poats, 2008; Evans, 2007; Hine, 1994; Miller & Vaughn, 1997). There is a growing body of literature exploring Black women’s leadership in higher education, and most research have focused on their experiences in predominantly white institutions (Bower & Wolverton, 2009; Dixon, 2005; Harris, Wright, & Msengi, 2011; Jordan, 1994; Rusher, 1996; Turner, 2008). A review of the literature points to the paucity of research on their experiences and issues of race and gender continue to have an effect on the advancement of Black women in the academy. In this chapter, we examine factors that create hindrance to the transformation of the composition, structure, and power of leadership paradigm with a particular focus on Black women administrators and those at the presidency at HBCUs. From a review of the literature, our synthesis is based on major themes and subthemes that emerged and guide our analysis in this chapter. The chapter concludes with recommendations for identifying and developing Black women leaders to diversify the leadership pipeline at HBCUs and other institutions for the future.

Information and communications technology (ICT) offers enormous opportunities for individuals, businesses and society. The application of ICT is equally important to economic and non-economic activities. Researchers have increasingly focused on the adoption and use of ICT by small and medium enterprises (SMEs) as the economic development of a country is largely dependent on them. Following the success of ICT utilisation in SMEs in developed countries, many developing countries are looking to utilise the potential of the technology to develop SMEs. Past studies have shown that the contribution of ICT to the performance of SMEs is not clear and certain. Thus, it is crucial to determine the effectiveness of ICT in generating firm performance since this has implications for SMEs’ expenditure on the technology. This research examines the diffusion of ICT among SMEs with respect to the typical stages from innovation adoption to post-adoption, by analysing the actual usage of ICT and value creation. The mediating effects of integration and utilisation on SME performance are also studied. Grounded in the innovation diffusion literature, institutional theory and resource-based theory, this study has developed a comprehensive integrated research model focused on the research objectives. Following a positivist research paradigm, this study employs a mixed-method research approach. A preliminary conceptual framework is developed through an extensive literature review and is refined by results from an in-depth field study. During the field study, a total of 11 SME owners or decision-makers were interviewed. The recorded interviews were transcribed and analysed using NVivo 10 to refine the model to develop the research hypotheses. The final research model is composed of 30 first-order and five higher-order constructs which involve both reflective and formative measures. Partial least squares-based structural equation modelling (PLS-SEM) is employed to test the theoretical model with a cross-sectional data set of 282 SMEs in Bangladesh. Survey data were collected using a structured questionnaire issued to SMEs selected by applying a stratified random sampling technique. The structural equation modelling utilises a two-step procedure of data analysis. Prior to estimating the structural model, the measurement model is examined for construct validity of the study variables (i.e. convergent and discriminant validity).

The estimates show cognitive evaluation as an important antecedent for expectation which is shaped primarily by the entrepreneurs’ beliefs (perception) and also influenced by the owners’ innovativeness and culture. Culture further influences expectation. The study finds that facilitating condition, environmental pressure and country readiness are important antecedents of expectation and ICT use. The results also reveal that integration and the degree of ICT utilisation significantly affect SMEs’ performance. Surprisingly, the findings do not reveal any significant impact of ICT usage on performance which apparently suggests the possibility of the ICT productivity paradox. However, the analysis finally proves the non-existence of the paradox by demonstrating the mediating role of ICT integration and degree of utilisation explain the influence of information technology (IT) usage on firm performance which is consistent with the resource-based theory. The results suggest that the use of ICT can enhance SMEs’ performance if the technology is integrated and properly utilised. SME owners or managers, interested stakeholders and policy makers may follow the study’s outcomes and focus on ICT integration and degree of utilisation with a view to attaining superior organisational performance.

This study urges concerned business enterprises and government to look at the environmental and cultural factors with a view to achieving ICT usage success in terms of enhanced firm performance. In particular, improving organisational practices and procedures by eliminating the traditional power distance inside organisations and implementing necessary rules and regulations are important actions for managing environmental and cultural uncertainties. The application of a Bengali user interface may help to ensure the productivity of ICT use by SMEs in Bangladesh. Establishing a favourable national technology infrastructure and legal environment may contribute positively to improving the overall situation. This study also suggests some changes and modifications in the country’s existing policies and strategies. The government and policy makers should undertake mass promotional programs to disseminate information about the various uses of computers and their contribution in developing better organisational performance. Organising specialised training programs for SME capacity building may succeed in attaining the motivation for SMEs to use ICT. Ensuring easy access to the technology by providing loans, grants and subsidies is important. Various stakeholders, partners and related organisations should come forward to support government policies and priorities in order to ensure the productive use of ICT among SMEs which finally will help to foster Bangladesh’s economic development.

Despite the crucial role that emotional intelligence (EI) could play in improving individuals' performance and career prospects in organizations, employees, executives and career professionals across the world are still in search of practical frameworks for understanding the concept. This is because EI research outputs from academics still remain mostly as correlations, co‐variations and associations between EI and other variables. This paper seeks to provide a practical framework that could help executives, employees and career advisors understand what EI competencies people need to acquire and how these could be developed through EI training.

The approach is to develop a competency‐based model of EI based on inputs from academic research and feedback from EI training specialists. An attempt is made to incorporate the role of brain theory in EI. Exploration is also made into the progressive stages and dynamics involved in typical EI training programs.

The paper brings out current research insights and highlights the strategic significance of EI as an augmenter of job performance and career advancement. The competency‐based model provides comprehensive understanding of the psychological configuration, inner mechanisms, and organization and operation of EI in human beings.

While the model holds many of the classic components of EI intact, a new sub‐competence called social influence is introduced, with cautions about the difficulty in acquiring this sub‐competence solely through EI training. Going beyond the popular literature, the paper explains the role of brain theory in EI – a dimension often ignored in EI discussions. Finally, the paper provides an abbreviated coverage of the progressive stages and the dynamics involved in typical EI training programs.

A novel first-year experience course was developed using culturally responsive teaching strategies at an undergraduate liberal arts college in the southeastern USA to promote health advocacy and to provide students with an overview of male health. The course focuses on the biological, sociocultural, economic and gender influences that shape men's health beliefs and practices. It also emphasizes health disparities in the USA among Black/African American men compared to other racial groups and intervention strategies to improve health outcomes.

The lecture and laboratory components of the course were designed as a blended learning environment with a modified flipped class model. Culturally relevant strategies guided the course design with three focus domains: academic success, cultural competence and sociopolitical consciousness. A community engagement model and service-learning activities were also incorporated in the design. The authors used course grades to gauge learning and implemented a survey to assess students' perception of the knowledge gained in three realms: men's health, health sciences and physical sciences.

This report describes the course design, highlights the value of using culturally responsive teaching strategies and service-learning projects to encourage students' active learning. Course activity examples are discussed with student responses. The authors found that students' perception of their knowledge in men's health, health sciences and physical sciences increased and the students performed well in the course.

This is one of few biology courses in the nation that intentionally focuses on the unique health challenges of Black men, while empowering college students to develop culturally competent strategies to improve their health outcomes. The findings suggest that the students learned the material and that their perceived knowledge on men's health increased. The authors urge other academic institutions and healthcare providers to consider implementation of similar courses in an effort to enhance male health equity.

Despite the recognition of the importance of leaders for the formation and ongoing success of social and political movements, the study of leadership in terrorist groups remains underdeveloped. The purpose of this paper, therefore, is to stimulate additional research into terrorist leadership in three main ways: by providing a broad overview of the theoretical perspectives that scholars have used to examine terrorist leadership, by critically reviewing the current state of the academic literature on terrorist leadership, and by presenting various ways in which future research on terrorist leadership can be improved.

This paper takes a conceptual and critical approach to reviewing the scholarly literature on terrorist leadership, and draws upon the author’s expertise with the wider multidisciplinary literature on leadership to make methodological and conceptual recommendations to improve related future research.

There is a paucity of empirical and theoretical research devoted to understanding important social and strategic aspects of terrorist leadership, and existing scholarly research is largely conducted in isolation with differing methodological and epistemological starting points. This has hampered efforts to measure, operationalize, and understand key concepts involving leadership in terrorist groups.

This paper provides several methodological and conceptual recommendations by which future research on terrorist leadership can be improved from insights taken from the wider scholarly literature on leadership. By virtue of being published in a criminology journal, this paper helps disseminate and expose key concepts in the study of terrorism to related disciplines.

This paper provides a general overview of the strengths and weaknesses of the study of terrorist leadership to scholars and students interested in the topic. It provides a foundational discussion of how the current literature on terrorist conceives of and utilizes the concept of leadership. It also provides methodological and conceptual recommendations to improve future research on terrorist leadership.

This quantitative study seeks to examine the relationship between emotional intelligence scores of leaders in non‐profit health and human service agencies and profit businesses.

Director‐level leaders in the non‐profit (n=32) and profit (n=32) business arenas completed an online emotional intelligence self assessment (Bar‐On EQ‐i). Descriptive statistics were gathered and comparative analyses explored the differences between leaders in the two groups.

Results revealed significant differences between leaders in non‐profit and profit businesses in overall emotional intelligence, and in the particular competency areas of stress management and adaptability.

This paper identifies a difference in emotional intelligence levels of leaders based on career field.