Edinburgh Napier University

About: Edinburgh Napier University is a education organization based out in Edinburgh, United Kingdom. It is known for research contribution in the topics: Population & Health care. The organization has 2665 authors who have published 6859 publications receiving 175272 citations.

Belonging and otherness: sex equality in banking in Turkey and Britain.

Abstract: The struggle for sex equality at work has largely been achieved in the developed world, it is claimed. The number of well-qualified young women entering white-collar employment and achieving promotion to first-line and middle management positions now matches or exceeds their male peers. Many young women have high career aspirations and argue that sex discrimination no longer exists. However, this perception is over-optimistic. Major sex inequalities persist at senior management level in the salaries and benefits offered to female and male staff and in access to certain favoured occupations and sectors of employment. Questionnaires, interviews and documentary evidence from three Turkish and six British banks and high street financial organizations showed that their claimed commitment to equal opportunities by sex was not matched by their practices. Members of managerial elites (who were almost exclusively male) held firm views about the characteristics of ‘the ideal worker’, which informed organizational ideologies, including human resource policies and practices concerning recruitment and promotion. They also permeated organizational cultures, which affected employees’ working practices and experiences. The outcome of these internal negotiation processes was to differentiate between a favoured group of staff seen as fully committed to the companies’ values, who were promoted and rewarded, and an ‘out’ group, whose members were denied these privileges. This distinction between ‘belonging’ and ‘otherness’ is gendered not only along the traditional lines of class, age, sexual orientation, religion and physical ability, but also along the new dimensions of marriage, networking, safety, mobility and space. Despite local and cross-cultural differences in the significance of these factors, the cumulative disadvantage suffered by women staff seeking career development in the industry was remarkably similar

Diversity Training Programme Outcomes: A Systematic Review

Abstract: The purpose of this paper is to analyze current scholarship on diversity training outcomes utilizing a systematic literature review (SLR) and provide insights for future research. The article advances our understanding of diversity training outcomes through the integration of three perspectives: the business case, learning and social justice perspectives. The SLR revealed: (a) a literature that is fragmented and diverse in terms of publication outlets; (b) researchers conduct diversity training outcomes research in a diverse range or organizations, sectors, cultural and training contexts; (c) studies primarily reflect the business case or learning perspectives and (d) existing studies have significant methodological limitations. We argue the need for future research to adopt multiple perspectives ensure better cross fertilization of perspectives and make use of more sophisticated methodologies.

Using social media content for screening in recruitment and selection: pros and cons:

Abstract: The article considers the arguments that have been made in defence of social media screening as well as issues that arise and may effectively erode the reliability and utility of such data for employers. First, the authors consider existing legal frameworks and guidelines that are present in the UK and the USA, as well as the subsequent ethical concerns that arise when employers access and use social networking content for employment purposes. Second, several arguments in favour of the use of social networking content are made, each of which is considered from several angles, including concerns about impression management, bias and discrimination, data protection and security. Ultimately, the current state of knowledge does not provide a definite answer as to whether information from social networks is helpful in recruitment and selection.

Some post-war models of the information chain

Abstract: Reviews the literature of the information chain, analogous to ecology’s food chain, taking the Royal Society Scientific Information Conference, 1948, as the seminal point. Describes eight successive models of the information chain each incorporating contemporary thoughts and experiences. Each model is labelled with the year to which it may be said to refer: Distribution of Scientific Information 1948; Document Network 1967; Dissemination of Scientific and Technical Information 1978; Structure of Scientific Literature 1979; Ecosystem of Scientific Communication 1980; Information Chain 1988; Information Chain 1989; Pathways of Information Flow 1993. Although of wide applicability, the focus of interest for information scientists tends to be the communication of learned information.

Health 4.0: Application of Industry 4.0 Design Principles in Future Asthma Management

Abstract: Industry 4.0 is a well-known industrial concept leveraging individualization and virtualization across different industrial domains. At its core Industry 4.0 empowers industries to evolve from manufacturers to service providers. Recently design principles for Industry 4.0 scenarios have been proposed. This chapter discusses the validity of the design principles for the health domain investigating its suitability for the diagnostics and therapy (theragnostics) of asthma. We come to the conclusion, that Industry 4.0 design principles work very well in the health domain especially with regards to Precision Medicine and the rapidly progressive evolution of smart pharmaceuticals in chronic, non-communicable diseases. The concept appears to be suitable for the health domain but its implementation and uptake will depend on future network specifications and features.