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Robot or not? Uncovering the in-service teachers’ needs for AI literacy integration in underserved schools
No full textThis study aims to uncover the in-service teachers\u27 needs for AI professional development in underserved schools to bridge the AI gap. The AI gap refers to the uneven distribution of resources, support, and readiness to integrate AI in schools effectively and responsibly. In doing so, the study utilized qualitative methods of thematic code analysis to analyze teachers\u27 voices and artifacts. Notably, teachers have indicated various needs to be AI literate, such as AI knowledge, skills, pedagogy, ethics, and mindset shift. Overall, this study is significant in developing effective teacher training to suit their needs and ensure responsible AI use in the classrooms
Caregiver Wellness: Managing Emotional Fatigue and Preventing Burnout
No full textCaregiving is an essential yet often under recognized role, requiring emotional resilience, physical dedication, and mental fortitude. We acknowledge not only the caregivers who stand by lupus patients daily - whether they are family members, friends, or professional healthcare providers - but also lupus patients themselves who take on caregiving responsibilities for others, despite managing their own health challenges.
This session provides valuable insights on self-care, boundary setting, and mental well-being for caregivers, ensuring they receive the same care and attention they provide to others
SIZE PREMIUM IN SMALL BUSINESS VALUATION: ANALYSIS OF CLOSELY-HELD FIRMS
Get PDFOne of the most misunderstood components of valuing a small closely-held business is how to address the impact of small size. Most closely-held enterprises are relatively small in size, with market values less than $1million. Many small mom and pop operations, or single owner-operator family businesses, often have market values even smaller. The most common method to account for size is to use the size premium reports from Kroll or another financial data service provider. However, these small firm premiums are determined exclusively from publicly-traded firms, where even the category of the smallest publicly-traded firms are still magnitudes larger than the typical small closely-held firm. This study examines the Kroll size premium data on publicly-traded firms and compares it with an analysis of size data from a proprietary database of closely-held firm transactions. We develop various models that better assess the impact of size on the cost of equity calculations for small, closely-held firms
Formal Financing of Small and Medium Scale Enterprises in Nigeria: A Path to Economic Development?
Get PDFThis investigation assessed the influence of formal financing for small and medium-sized enterprises (SMEs) on the economic advancement of Nigeria, utilising annual time series data ranging from 1992 to 2022. Employing the Cobb-Douglas framework, control variables, including capital formation and labour, which could influence economic development, were incorporated into the empirical model to mitigate bias. Following initial tests for stationarity, it was determined that all variables achieved stationarity upon the first difference, a finding that validated the Vector Error Correction Mechanism (VECM) application. The analysis revealed that the credit extended to SMEs by commercial banks and the loans provided by microfinance banks exhibited a negative and significant influence on economic development, as measured by GDP per capita, in both the long and short term. The negative coefficients associated with the credit from commercial banks to SMEs and the loans from microfinance banks indicate that these financial institutions have not yet catalysed the requisite leap in Nigeria\u27s economic development, probably due to the negative effects of unstable interest rates on lending. Both gross capital formation and labour demonstrated a significant impact on GDP per capita; however, the effect of labour was found to be negative. Consequently, it was concluded that financing for SMEs through commercial banks’ credit and microfinance bank loans had a negative and significant effect on Nigeria\u27s economic development. The study recommended that policymakers and regulatory bodies should empower and facilitate formal financial institutions, such as commercial banks and microfinance banks, to extend financial services to SMEs, thereby enhancing their productivity
Group flow perceptions and dynamics as compared to taxonomy and integrative group flow theory
Get PDFThis qualitative study investigated group flow through a team-building exercise with 18 professionals, examining participants’ and an observer’s perceptions of flow in social contexts. Analysis of interviews and observer notes identified eight themes: Sensory Network of Shared Experience, Adaptive Group Identity and Performance, Goal-Skill-Motivation Alignment, Essential Social Dynamics, Calm Intensity, Synchrony and Engagement Patterns, Spontaneous Collective Celebration, and Observer Integration. These themes revealed that flow in groups manifests as dynamic forces in constant motion. When compared to an emergent Taxonomy and the Integrative Group Flow Theory (IGFT), findings aligned more closely with IGFT\u27s conceptualization of flow as a holistic balancing of interpersonal fit and group-task-environment fit. The study confirms trust as crucial for group flow and suggests that measuring group flow is challenging due to constant adaptation. Results indicate group flow is a dynamic phenomenon requiring continuous nurturing rather than rigid control, implying the need for flexible approaches to team development
Does AI help or harm? Why and how AI use influences workplace outcomes and employee well-being
Get PDFAlthough the recent surge in excitement surrounding artificial intelligence (AI) might suggest it is a new development, AI has been applied in organizations for over forty years (Fanti et al., 2022; Markelius et al., 2024). Indeed, the term artificial intelligence itself emerged in the 1950s during a research project at Dartmouth College, where it was used to describe machines able to simulate human intelligence (Haenlein & Kaplan, 2019, p. 3). Most recently, in 2022, the landscape of AI use for laypeople greatly changed when OpenAI introduced ChatGPT, a generative AI tool, to the public; ChatGPT is an advanced AI language model designed to understand and generate human-like text based on user input (Kalla et al., 2023). Within two months of its launch, ChatGPT achieved the fastest user adoption in history, reaching 100 million active users (Hu, 2023).
Alongside this rapid consumer uptake, investments in AI by businesses have been steadily increasing and are expected to double next year alone (Annual Global Corporate Investment in Artificial Intelligence, by Type, 2023; McWilliams, 2024). While research is showing that the adoption of generative AI in organizations is beginning to show value for the business, such as, greater stock returns when AI is used in business to business marketing (Zhan et al., 2024), meaningful cost reductions in human resources, and revenue increases in supply chain management (Singla et al., 2024), its impact on employees remains under-explored.
Despite the excitement around AI and particularly generative AI among individual consumers and the growing investments by companies, research on AI in the workplace is limited. Some general advice exists on using AI effectively, such as a practical paper explaining how to create valuable prompts so that HRM assistants can use ChatGPT effectively (Aguinis et al., 2024). Another paper sheds light onto employee preferences, demonstrating that in work situations requiring high empathy, employees prefer human managers as opposed to AI ones; in fact, employees perceive AI management to be less benevolent and this leads to a negative impact on trust in AI management (Li & Bitterly, 2024).
Some studies have begun exploring the impact of AI in the workplace on employees, but the general trend is that effects are not straightforwardly positive or negative. However, predictive studies showing why and under what conditions generative AI adoption is influencing individuals’ workplace outcomes and well-being are rare. One study looks at how employee wellbeing and performance can be helped or harmed as a function of AI use at work; the research finds that employees’ wellbeing suffers when they interact with AI a lot, because they feel increased loneliness, which leads to greater insomnia and alcohol use. This effect is greater for those with attachment anxiety (Tang et al., 2023). Yet, employees can also interact with AI a lot, feel a need for affiliation, and thus be more helpful to coworkers, thereby increasing their own contextual performance (Tang et al., 2023). Another study explores the use of AI for repetitive tasks at a telemarketing company; on one hand, it finds that employees can solve more difficult tasks creatively when they use AI for basic tasks, but this is usually for skilled employees (Jia et al., 2024). On the other hand, lower skilled employees experience negative reactions to the AI help (Jia et al., 2024). Another study finds that frequent use of AI leads to greater knowledge gain and improved task performance, but also to information overload, lowered performance and detachment from work (Shao et al., 2024). These relationships depend on employee levels of openness and positive affect (Shao et al., 2024). Overall, the few studies that explore the impact of AI at work show mixed impacts
The use of humor in mental healthcare: a systematic review
No full textHumor has been observed, practiced, and documented as an essential feature of society for thousands of years. However, there is still no formalized or widely referenced clinical guidance on how to effectively and appropriately utilize humor in mental healthcare despite ample research over the last 70 years noting the many potential benefits. This lack of guidance may, at least in part, be due to unresolved concerns pertaining to the use of humor in counseling and healthcare settings. For instance, humor is believed by some to be potentially distracting or undermining to the counseling process if used inappropriately. This continued absence of guidance may be discouraging mental health providers from involving humor in their work, and thus, represents a frequently missed opportunity to address an underappreciated component of multicultural competence. As such, this systematic review aims to synthesize and analyze the literature to address two specific research questions: First, in what settings, populations, and contexts has the use of humor been studied as a therapeutic tool in mental healthcare? Second, what are the reported benefits, limitations, and mechanisms of humor-based therapeutic approaches in mental healthcare? Findings suggest that, if exercised with culturally informed considerations and care, humor can offer a wide array of benefits across various health care settings and diverse populations, such as the development of rapport and communication, the enhancement of cross-cultural patient care, and improved treatment outcomes across a wide range of diagnoses and cultural barriers
Leading organizational learning through stories in U.S. “big technology” companies
No full textStorytelling is becoming increasingly influential across various domains, particularly in executive education and leadership development, where it plays a crucial role in the concept of leadership as performance (Gonzalez & Chakraborty, 2012). Storytelling in the classroom setting provides an opportunity for learners to embed elements of narrative and identity in classroom pedagogy (Edwards et al., 2013). In the professional context, employees construct meaning in their workplace by hearing and/or participating in stories (Echeverria et al., 2017).
This qualitative exploratory study investigates the influence of storytelling in driving organizational learning. The research focuses on the U.S. Big Technology (Tech) sector, home to leading companies that shape multiple facets of modern life through technological innovation and strategic market presence. The study aims to uncover how leaders within these organizations leverage storytelling to advance organizational learning.
A thorough exploration of the existing literature revealed Senge’s (2006) Five Disciplines of Learning Organizations model as the guiding theoretical framework for this research. Braun and Clarke’s (2006) thematic analysis methodology guided the examination of data drawn from openly available scholarly publications, websites, blogs, social media, and educational resources. This six-step methodology was employed to organize data sources, identify emerging patterns, and interpret key themes. The insights and findings from this study aim to provide Big Tech leaders with valuable strategies for enhancing and accelerating organizational learning within their companies
Black Women and Latinas in STEM: A Systematic Review of Literature
No full textThis systematic review of literature examines scholarly studies conducted on Black women and Latinas in STEM fields and in STEM higher education. Women are underrepresented in STEM, and on average they comprise 27% of the STEM population (National Science Foundation, 2017). Black women and Latinas are even further underrepresented in STEM by making up only 14.58 % and 3% of the employees in STEM industries (Hispanic Heritage Foundation, 2020; National Science Foundation, 2021). Barriers for all women are the focus of much of the body of literature in STEM (Beach et al., 2024; Moore, 2024). Isolating specific challenges Black women and Latinas face in academia and the workforce is critical to the attraction, retention, and promotion of these two cohorts (NASEM, 2022, Ong et at., 2011). Being at the intersection of race and gender (Crenshaw, 1989), many of the injustices Black women and Latinas face are much worse relative to their White counterparts (Borum & Walker, 2012; Valenzuela, 2020; Wilkins-Yel, 2022; Yosso et al., 2009). It is the goal of this systematic review to shed light on the nature of literature that focuses on Black women and Latinas in STEM. Compounding the issue is that Black women and Latinas are also underrepresented in STEM academia where research typically takes place (Kachchaf et al., 2015; Krebsbach, 2022; Lee et al., 2023; Moore, 2024). There are fewer role models for female students, and this scarcity is particularly pronounced for these two groups of women. It is the goal of this study to highlight what researchers have discovered regarding these two populations. This systematic review will analyze 30 studies, 15 focused on Black women and 15 concentrate on Latinas. The inclusion and exclusion criteria for each are stated in the methodology section. The studies under review can be qualitative or quantitative and need to be conducted in the past decade, 2015-2025
Rewriting the climb: how Black women leaders illuminate the gaps in organizational advancement efforts
No full textAs another generation of Black women enter the workforce (Gen Z being the most recent as of this writing), organizations face a critical opportunity to reimagine how they identify, develop, and elevate leadership talent. Despite decades of progress in gender equality, Black women remain significantly underrepresented in senior leadership roles. While organizational programs, such as mentorship, sponsorship, and leadership development initiatives have aimed to close this gap, their effectiveness in advancing Black women remains inconsistent and under examined. This qualitative study examines to what extent organization programs and initiatives address or fail to address the unique barriers faced by Black women in their pursuit of senior leadership roles. It highlights the lived experiences of 17 Black women, representing a range of sectors and an average of 12 years in senior leadership. Through a phenomenological lens, it explores how intersecting barriers, systemic, cultural, and structural shape their advancement and access to opportunity. The findings offer insight into how leadership pathways can become more inclusive, equitable, and reflective of the brilliance Black women bring