Factors associated with student plagiarism in a post‐1992 university

A model intended to explain the incidence of plagiarism among undergraduates in the Business Studies department of a post‐1992 university was constructed and tested on a sample of 249 students completing Business Studies units at a post‐1992 university in Greater London. It was hypothesised that the occurrence of plagiarism could be predicted via three attitudinal considerations (individual perceptions of the ethicality of the practice, fear of penalties if caught and fear of failing a degree); two personal traits (goal orientation and academic integration), and three situational factors (financial, current grades achieved, and how strictly lecturing staff enforced anti‐plagiarism rules). Proposals concerning possible inter‐relations and interactions among these variables were also formulated and assessed.     

The cooking teacher: investigating gender stereotypes in a Korean kindergarten

This article discusses some findings from a small‐scale investigation of children's gendered beliefs and behaviours in a Korean kindergarten which was attempting to challenge gender stereotyping through the anti‐bias intervention of a ‘cooking curriculum’. A sample of 14 children, some with ‘working’ mothers and some with ‘housewife’ mothers, was observed for two months, and informally interviewed on several occasions. The children's mothers were also interviewed. The findings are situated in the context of the changing, but still traditional, culture of Korean society, as well as in the contexts of early childhood education and theories of gender acquisition. They confirm that, although children are highly likely to reproduce the beliefs current in their home environment, they are open to reconstructing these views when actively challenged to consider alternatives, either by the school curriculum or by engaging in debate with a researcher or practitioner. The nature of the ‘alternative’ views available may however be problematic.     

Facing up to the risks in commercially focused university–industry R&D partnerships

The number of university–industry R&D partnerships (UIPs) has increased significantly over the past decade, in most OECD countries and in Australia, yet the study of risk in such commercially focused collaborative ventures is still a developing area. This review paper seeks to contribute to debate on this increasingly important phenomenon by addressing three key areas of risks for universities in entering such collaborations. The commercialization of research findings presents particular risks to universities, most notably the possibility of financial loss, which has a greater impact than for companies in cross‐sector collaborations. Another major type of risk faced by universities is relational risk, and this can significantly alter the trust dynamics that underpin research and innovation. There are also institutional risks to universities and their research staff engaged in commercializable R&D and, ultimately, to their reputation as a neutral source of expertise. It is argued there is a need for universities in Australia to develop comprehensive policies to manage the risks of commercialization and R&D collaboration with industry partners.     

Improving Performance Without Training: A Three Step Approach

Condition 1 showed that employees recorded high percentages of completed tasks; and task performance was shown to slightly improve. At that point in the project, recording accuracy was at it's highest level. Condition 2 illustrated a continuance of high employee records of completed tasks but also showed that actual task performance considerably increased so that there was greater self-recording accuracy. Then, during Condition 3, actual task performance increased more so that it even more closely reflected self-recorded measures. Each of the steps discussed thus far could be sufficient individually to facilitate accurate self-recording and task performance gains, although each appeared to have gained additional strength by being collectively applied. The cost of the present organizational intervention was very low. The costs included material duplication costs and approximately 30 minutes of management time per day. Management time was used to make concession observations (management records), compute performance data, and provide feedback to the employee. Employees worked the same number of hours as in Baseline. Based on this breakdown, the approximate weekly cost of this project was about $30.00. The total cost could be reduced further, perhaps, by monitoring less frequently and reducing the frequency of feedback sessions as employee performance stabilized at higher levels. Thus, the longer this project would run, the less expensive it might become. The steps implemented during this project might easily be applied to other jobs that produce easily observable outputs and could also be applied to other work settings. Future research efforts that would identify cost-effective ways to stimulate and maintain high levels of accurate self-recording might provide today's managers several options that could all yield accurate data for organizational management. Other research efforts centered on specific analyses of participatory standard setting, peer reinforcement, and self-reinforcement for task performance could provide additional insight into the areas of job analysis and employee productivity. Lastly, increased knowledge about the long term effects of self-recording could be gained through future research methods that first established high recording accuracies and task performance levels, then evaluated maintenance procedures for these methods. Implications of successive research studies which clearly show that employee performance can be improved by rewarding performers for accurate self-recording could be profound.