Flight plan for the future: floatplane pilots and researchers team up to predict invasive species dispersal in Alaska

Aircraft can transport aquatic invasive species (AIS) from urban sources to remote waterbodies, yet little is known about this long-distance pathway. In North America and especially Alaska, aircraft with landing gear for water called floatplanes are used for recreation access to remote, often road-less wilderness destinations. Human-mediated dispersal of AIS is particularly concerning for the conservation of pristine wildlands, yet resource managers are often challenged by limited monitoring and response capacity given the vast areas they manage. We collected pathway data through a survey with floatplane pilots and used a Bayesian hierarchical model to inform early detection in a data-limited situation. The study was motivated by Alaska’s first known AIS, Elodea spp. (Elodea) and its floatplane-related dispersal. For 682 identified floatplane destinations, a Bayesian hierarchical model predicts the chance of flights originating from AIS source locations in freshwater and estimates the expected number of flights from these sources. Model predictions show the potential for broad spread across remote regions currently not known to have Elodea and informed monitoring and early detection efforts. Our result underlines the small window of opportunity for Arctic conservation strategies targeting an AIS free Arctic. We recommend management that focuses on long-distance connectivity, keeping urban sources free of AIS. We discuss applicability of the approach for other data-limited situations supporting data-informed AIS management responses.

A Path Model of Innovative Customer Orientation and Company Performance with the Moderating Influence of Company Training

This study used a sample of salespeople at various companies to substantiate a path model of innovativeness, customer orientation, and performance; thus, it offers a multi-disciplinary framework. Results indicated a moderating influence of company training programs on the relationship between customer orientation and performance, which can have several implications for human resource managers and sales contact employees. Two features, testing the influence of training activities and measuring customer orientation from the employees' perceptions, distinguish this study from previous studies.

Safety of Women Journalists in Nigerian News Media

In recent decades, women journalists' professional safety has attracted an enormous research attention globally and in Nigeria. Interestingly, often similar findings are likely generated by most of the studies highlighting stiff gender-based challenges. This chapter investigated the safety experiences of Nigerian women journalists to identifying the typology of gender-based discriminations and coping strategy affected women journalists used to manage to work in a male-dominated media industry. Employing a semi-structured interview approach, 37 participants (25 women journalists, 10 men journalists, and 2 human resource managers) were interviewed from 12 broadcast media organisations in Northern Nigeria. The data were analysed using thematic analysis and the findings showed that Nigerian women journalists experience different types of gendered unsafety including discrimination in newsgathering and production and sexual harassment; most of the affected women used risky coping strategies such as ignoring; most media organisations lacked policies and frameworks to handle such cases.

Applying Metaheuristics to Minimize Work-Related Musculoskeletal Disorders

This article covers the topic of planning and organization of work, which is one of the biggest problems is to establish the most appropriate allocations between human and technical resources, according to the characteristics that define and characterize each individual. These adjustments to decision-making regarding the characteristics of a new larger workforce is a challenge for human resource managers and researchers working to provide well-being and quality of life improvements for employees. The problem of work-related musculoskeletal disorders, coupled with the aging of the active population, may increase the number of citizens with permanent disabilities. Given the complexity and uniqueness of the problems, a decision support system that uses some metaheuristic approaches is presented. The result is a hybrid approach that gives the best solution according to several parameters defined by the decision-maker. Computational results of real problem instances are presented, proving that in most cases, the optimal solution is achieved.

Understanding Green Human Resources in Healthcare

Human resource management plays an integral role in developing capital for the triple bottom line. In the Fourth Industrial Revolution, human resources now shift their focus to advancing communication and connectivity versus focusing purely on technological advances. As the Fourth Industrial Revolution continues, communicating the effectiveness of human resource management and human capital development should be considered as an essential area of interest. As healthcare practitioners continue to provide treatment and care for those in need, human resource managers need to learn green practices to create a more sustainable environment that contributes socially and economically while adhering to the demands of the international stakeholders. As healthcare continues to be either one of the most significant expenditures or needs for numerous countries, consideration in this field provides potential holistic benefits for stakeholders.

Reflections of Human Resource Practices in Family Business

Although much has been discussed about human resource management practices in large organizations, studies in the family firms' context are nascent in the literature. To better understand human resource management practices in the context of family firms, this study performed interviews on three experienced and successful family firm owners and human resource managers. The research findings reveal that family firms have professionalized, formalized, and employee-oriented perspective in their human resource practices. This study also showed that the new generations in the family are more aware of the importance of human resources and reflect this perspective to their human resource practices. Besides, employees' organizational justice perception is strengthened by considering equality between family and non-family employees in human resources practices. Implications of these results for practice and further research are discussed.

Specific Human Resource Practices Towards Middle Managers and Their Effects on Their Strategic Roles

This research focuses on the contribution of human resource managers to activate and develop the potential of middle managers in a strategy development process. Precisely, the attention is directed on specific practices used by human resource managers and their effects on strategic roles of middle managers in emerging market companies. A survey questionnaire was distributed to 350 CEOs of large Tunisian companies participating in the Industrial Upgrading Program. The results of the application of structural equation methods show the existence and significant and positive effects of specific human resource practices on strategic roles of middle managers. Participation in the decisions and team/group incentives are used by middle managers and influence all strategic roles of middle managers. However, pre-employment training is used towards middle managers, but it has no effect on all strategic roles of middle managers.

Disability-inclusive workplaces provide greater value for the hospitality industry

Scholars believe that people with disabilities are a largely untapped and under-utilised hospitality-industry employment pool. In 2020, it was estimated that only 22.5% of people with disabilities were in full-time employment, in comparison to 69.3% of people without disabilities [1]. With approximately one in four New Zealanders identifying as living with disability, there is an opportunity for New Zealand’s hospitality industry to realise great value from having disability-inclusive workplaces. Our study aimed to identify the benefits of, and barriers to, employing people with disabilities in the hospitality industry. The research was carried out by undertaking a systematic literature review, which can identify, evaluate and integrate an existing body of relevant scholarly literature [2]. In order to search for literature as widely as possible, keywords relevant to the study were entered into two internet browsers: Mozilla Firefox and Google Chrome. Keywords were then entered into Google Scholar and the Scopus database in order to filter for specific tourism and hospitality journals. In total, our search found 173 journal articles relevant to the topic. The retrieved literature revealed a number of benefits related to the inclusive employment of people with disabilities in the hospitality industry. People with disabilities were found to be loyal employees; it has been shown that they are committed to their employing organisation, minimising their likelihood of leaving, and thus reducing the rate of staff turnover. People with disabilities were also found to be engaged employees; it has been shown that employing people with disabilities increases the level of productivity, efficiency and creativity within the workplace. Lower rates of absenteeism were recorded in comparison to employees without disabilities, as well as higher levels of customer satisfaction and a greater sense of corporate social responsibility. Inclusive employment can highlight an organisation’s dedication to social inclusion and be a key differentiation strategy that is highly regarded by internal and external stakeholders, thus promoting a positive organisational image and reputation. These benefits are achievable given there are few entry barriers to hospitality industry roles that do not require much previous work experience – for example, kitchenhand or housekeeping. Additionally, the nature of the tasks within the hospitality industry are considered more routine and repetitive. A number of challenges and barriers to the employment of people with disabilities were found, mostly related to prejudice and discrimination by human resource managers, general management and existing employees. Documented concerns were related to the perceived skills and abilities of the potential employee with a disability, and whether they had the required knowledge for the role or the industry. Additionally, others in the organisation often (mis)perceived that people with disabilities are costly to accommodate. In fact, the opposite has been found to be true. The literature also revealed limited, or lack of, access to further training or education for human resource managers around how they could better support employees with disabilities. To conclude, our research has revealed a broad and increasing body of scholarship on the employment of people with disabilities, identifying recommendations for the hospitality industry. Of particular note is the social value for hospitality employers of employing people with disabilities; there is a need to look beyond the disability at hand, and to instead view the individual’s abilities and skills, and the positive characteristics that they could bring as a potential employee. The social value of employing people with disabilities includes an increased sense of acceptance, belonging and diversity within the workplace. It was also highlighted that any initial accrued costs from accommodations needed to support the ongoing performance of employees with disabilities would also likely benefit customers with disabilities and future employees with disabilities in the longer term. Moreover, relevant national and international legislation, such as the United Nations Convention of the Rights of People with Disabilities (2006), Human Rights Act (1993), and the Bill of Rights (1990), provides a comprehensive framework that outlines the standard of accessibility and inclusivity that hospitality organisations should aim for, both now and in the future. This research project was funded by an AUT Summer Research Award, 2020. Corresponding author Laura Upson can be contacted at: [email protected] References (1) Statistics New Zealand. Key Provisional Estimates, 2019. https://www.stats.govt.nz/information-releases/tourism-satellite-account-2019 (accessed Nov 1, 2021) (2) Okoli, C.; Schabram, K. A Guide to Conducting a Systematic Literature Review of Information Systems Research. Sprouts: Working Papers on Information Systems 2010, 10 (26), 1–51.

ENTREPRENEURSHIP AND ORGANIZATIONAL INNOVATION

O livro reúne seis capítulos escritos por diferentes autores: capítulo 1, Mediating Effect of the HRM on the Relationship Between the SIMS and New Product Radicality (pelos autores M. Martinez-Costa, D. Jimenez-Jimenez, Y. Castro-del-Rosario e Ledian Valle-Mestre); Capítulo 2, Reinventing Human Resource Management to Increase Organizational Efficacy (por José Rebelo dos Santos e Lurdes Pedro); capítulo 3, Employer Branding: Issues of Tailoring Your Message in the Modern Age (por Nick G. Chandler e Tamas Nemeth); capítulo 4, A Qualitative Investigation for Platform Model Conceptualization and Design: Propositions for a New Architecture (por Duygu Toplu Ya¸slıo˘glu, Murat Ya¸slıo˘glu e Aykut Berber); capítulo 5, The Utility of Human Resource Managers’ Action: A Self-centred Perception by Different Organizational Actors (por João Leite Ribeiro, Delfina Gomes e Ana Caria); e capítulo 6, About Competencies, Creativity, and Innovation in the Portuguese Textile and Clothing Sector (por Carolina Feliciana Machado e Rosa Maria Maia Miranda). Os capítulos são independentes entre si, contudo, todos abordam as diferentes facetas da inovação organizacional e dos recursos humanos no contexto moderno.

Comparison of visual estimation and line point intercept vegetation survey methods on annual grass-invaded rangelands of Wyoming

Scientists and natural resource managers require suitable vegetation survey methods to assess the success of rangeland restoration projects. Visual estimation and point intercept methods are commonly used to evaluate vegetation cover. This study compared the performance of one visual (quadrat-based) and two line point intercept (LPI – canopy and basal) methods to assess biodiversity, cover, and to estimate biomass production on sites invaded by introduced annual grasses across Wyoming, USA. Greater species richness and higher Shannon index values were measured in quadrats, while introduced annual and native perennial graminoid cover values were higher in LPI canopy in general. Overall, these outcomes indicate quadrats as the most suitable survey method when biodiversity monitoring is the primary objective, while suggesting LPI canopy when monitoring vegetation cover is prioritized. Finally, our regression models indicated quadrat-based estimates as the most reliable to predict introduced annual and native perennial graminoid biomass.