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Pessa AAB, Martins AF, Prates MV, Gonçalves S, Masoller C, Perc M, Ribeiro HV. Structural roles and gender disparities in corruption networks. Sci Rep 2025; 15:14201. [PMID: 40269032 PMCID: PMC12019566 DOI: 10.1038/s41598-025-98218-2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/20/2024] [Accepted: 04/10/2025] [Indexed: 04/25/2025] Open
Abstract
Criminal activities are predominantly due to males, with females exhibiting a significantly lower involvement, especially in serious offenses. This pattern extends to organized crime, where females are often perceived as less tolerant to illegal practices. However, the roles of males and females within corruption networks are less understood. Here, we analyze data from political scandals in Brazil and Spain to shed light on gender differences in corruption networks. Our findings reveal that females constitute 10% and 20% of all agents in the Brazilian and Spanish corruption networks, respectively, with these proportions remaining stable over time and across different scandal sizes. Despite this disparity in representation, centrality measures are comparable between genders, except among highly central individuals, for which males are further overrepresented. Additionally, gender has no significant impact on network resilience, whether through random dismantling or targeted attacks on the largest component. Males are more likely to be involved in multiple scandals than females, and scandals predominantly involving females are rare, though these differences are explained by a null network model in which gender is randomly assigned while maintaining gender proportions. Our results further reveal that the underrepresentation of females partially explains gender homophily in network associations, although in the Spanish network, male-to-male connections exceed expectations derived from a null model.
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Affiliation(s)
- Arthur A B Pessa
- Departamento de Física, Universidade Estadual de Maringá, Maringá, PR, 87020-900, Brazil
| | - Alvaro F Martins
- Departamento de Física, Universidade Estadual de Maringá, Maringá, PR, 87020-900, Brazil
| | - Mônica V Prates
- Departamento de Física, Universidade Estadual de Maringá, Maringá, PR, 87020-900, Brazil
| | - Sebastian Gonçalves
- Instituto de Física, Universidade Federal do Rio Grande do Sul, Porto Alegre, RS, 91501-970, Brazil
| | - Cristina Masoller
- Departament de Física, Universitat Politécnica de Catalunya, Rambla St. Nebridi 22, 08222, Terrassa, Barcelona, Spain
| | - Matjaž Perc
- Faculty of Natural Sciences and Mathematics, University of Maribor, Koroška cesta 160, 2000, Maribor, Slovenia.
- Community Healthcare Center Dr. Adolf Drolc Maribor, Ulica talcev 9, 2000, Maribor, Slovenia.
- Department of Physics, Kyung Hee University, 26 Kyungheedae-ro, Dongdaemun-gu, Seoul, 02447, Republic of Korea.
- Complexity Science Hub, Metternichgasse 8, 1030, Vienna, Austria.
- University College, Korea University, 145 Anam-ro, Seongbuk-gu, Seoul, 02841, Republic of Korea.
| | - Haroldo V Ribeiro
- Departamento de Física, Universidade Estadual de Maringá, Maringá, PR, 87020-900, Brazil.
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2
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Ortiz-Martínez G, Vázquez-Villegas P, Ruiz-Cantisani MI, Delgado-Fabián M, Conejo-Márquez DA, Membrillo-Hernández J. Analysis of the retention of women in higher education STEM programs. HUMANITIES & SOCIAL SCIENCES COMMUNICATIONS 2023; 10:101. [PMID: 36938580 PMCID: PMC10007666 DOI: 10.1057/s41599-023-01588-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/08/2022] [Accepted: 02/27/2023] [Indexed: 06/18/2023]
Abstract
Gender equity and quality education are Sustainable Development Goals that are present when a culture of equity and inclusion is pursued in society, companies, and institutions. Particularly in undergraduate programs in Science, Technology, Engineering, and Mathematics (STEM), there is a noticeable gender gap between men and women. The objective of this study was to find out the causes of permanence in STEM careers of women, as well as the possible causes of career abandonment towards another STEM or non-STEM career. This was done by analyzing historical data for admission to STEM careers and using an instrument (survey) for data collection carried out in a private university in Mexico. Historical data indicates that only 17% of the total population were women choosing a STEM career. A survey was carried out for 3 months to obtain information on the factors that affect the decision to opt for a STEM career or to remain in it. It was found that men and women prefer inspiring Faculty who motivate them to continue their careers. Factors such as the competitive environment and the difficulty of teaching with less empathetic Faculty were negative and decisive aspects of decision-making. School achievement did not influence the dropout rate of women in STEM careers. The factors of choice and desertion of women in STEM careers were determined, and actions of educational innovation such as mentoring and timely monitoring of already enrolled female students, digital platforms for students and Faculty, awareness workshops for Faculty, and talks with successful women in STEM areas were proposed.
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Affiliation(s)
| | | | | | | | | | - Jorge Membrillo-Hernández
- School of Engineering and Sciences, Tecnologico de Monterrey, Monterrey, Mexico
- Institute for the Future of Education, Tecnologico de Monterrey, Monterrey, Mexico
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3
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Gender Diversity in Leadership: A Bibliometric Analysis and Future Research Directions. INTERNATIONAL JOURNAL OF FINANCIAL STUDIES 2022. [DOI: 10.3390/ijfs10030053] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Gender diversity in management has become of increased interest to academics and researchers in the last decades since women and men have different personal and psychological characteristics that affect their decision-making process in management actions and leadership. A female presence has been under-represented on companies’ boards of directors, which affects management decisions and leadership style. This article aims to contribute to the analysis of gender diversity and leadership state of knowledge, conducting a bibliometric review of the existing literature. In this context, we analyze the evolutional research studies published in the Scopus digital library, considering a period of five years, from 2017 to 2021. We focus our analysis on the top 24 cited articles after a wider review of articles published relating to the explored topic (402 articles). Considering the bibliometric analysis done, we then present scrutiny of the state of knowledge on this subject, a summary of the existing gaps, and suggestions for future research.
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4
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Teresa-Morales C, Rodríguez-Pérez M, Araujo-Hernández M, Feria-Ramírez C. Current Stereotypes Associated with Nursing and Nursing Professionals: An Integrative Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:7640. [PMID: 35805296 PMCID: PMC9265497 DOI: 10.3390/ijerph19137640] [Citation(s) in RCA: 71] [Impact Index Per Article: 23.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/29/2022] [Revised: 06/20/2022] [Accepted: 06/21/2022] [Indexed: 02/06/2023]
Abstract
Nursing and nursing professionals are associated with social stereotypes, which may hinder the profession's development and future prospects as a scientific discipline. The aim of this study was to identify and describe the stereotypes associated with the nursing profession-students and professionals. Therefore, we carried out an integrative review. The search was conducted using PubMed, WOS, and CINAHL databases, and its search strategy was based on a combination of standardised keywords and natural vocabulary, with a temporal limit between 2016 and 2021. The data extraction and analysis was based on the conceptual framework developed by Whittemore and Knafl. Twenty-seven studies were included in the review, and their results were classified and coded. Two categories emerged, namely, stereotypes relating to the professionals' gender and stereotypes relating to the profession itself. We concluded that the nursing profession is viewed as female with low skills, social status, salary, academic level and entry requirements, and with little autonomy. Male nurses' professional competencies and masculinity are questioned, while the work carried out by female nurses is viewed as unprofessional. To reduce these stereotypes and bias we must present the nursing profession as a scientific discipline, developed by both men and women. Specific channels for this awareness-raising work include interventions from universities and the media, and participation in health policies.
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Affiliation(s)
| | - Margarita Rodríguez-Pérez
- Nursing Department Teaching and Research, University of Huelva, 21004 Huelva, Spain; (C.T.-M.); (M.A.-H.); (C.F.-R.)
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5
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Vishkin A, Slepian ML, Galinsky AD. The Gender-Equality Paradox and Optimal Distinctiveness: More Gender-Equal Societies Have More Gendered Names. SOCIAL PSYCHOLOGICAL AND PERSONALITY SCIENCE 2021. [DOI: 10.1177/19485506211037576] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Findings in several domains have documented a gender-equality paradox, where greater social and economic gender equality predicts increased gender differentiation. Many of these findings have used subjective rating scales and thus have been dismissed as artifactual due to different reference groups in more versus less gender-equal societies. Although recent research has documented the gender-equality paradox using an objective criterion—pursuit of degrees in STEM—the robustness of this finding has also been challenged. The current investigation offers evidence for the gender-equality paradox using an objective marker of gender differentiation: baby names. We find given names are more phonetically gendered in more gender-equal societies, with female names being more likely unvoiced (a softer sound) and male names being more likely voiced (a harder sound). We offer a theoretical explanation based on optimal distinctiveness theory to explain why increasing gender equality might motivate a preference for greater gender differentiation.
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Affiliation(s)
- Allon Vishkin
- Institute for Social Research, University of Michigan, Ann Arbor, MI, USA
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Singh N, Friedewald J, Bloom R, Dadhania D, Parsons RF, Kaplan B, Samaniego M, Qazi Y, Doshi M, McNatt G, Naseer MS, Pesavento T, Wiseman A. Transplant administration-A survey of the roles and responsibilities of kidney and pancreas medical directors of US transplant centers. Clin Transplant 2021; 35:e14305. [PMID: 33797134 DOI: 10.1111/ctr.14305] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/25/2021] [Revised: 03/23/2021] [Accepted: 03/24/2021] [Indexed: 11/28/2022]
Abstract
The current American Society of Transplantation (AST) accredited transplant fellowship programs in the United States provide no structured formal training in leadership and administration which is essential for successfully running a transplant program. We conducted a survey of medical directors of active adult kidney and kidney-pancreas transplant programs in the United States about their demographics, training pathways, and roles and responsibilities. The survey was emailed to 183 medical directors, and 123 (67.2%) completed the survey. A majority of respondents were older than 50 years (61%), males (80%), and holding that position for more than 10 years (47%). Only 51% of current medical directors had taken that position after completing a one-year transplant fellowship, and 58% took on the role with no prior administrative or leadership experience. The medical directors reported spending a median 50%-75% of time in clinical responsibilities, 25%-50% of time in administration, and 0%-25% time in research. The survey also captured various administrative roles of medical directors vis-à-vis other transplant leaders. The study, designed to be the starting point of an improvement initiative of the AST, provided important insight into the demographics, training pathways, roles and responsibilities, job satisfaction, education needs, and training gaps of current medical directors.
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Affiliation(s)
- Neeraj Singh
- John C McDonald Regional Transplant Center, Willis-Knighton Health System, Shreveport, LA, USA
| | - John Friedewald
- Division of Nephrology and Hypertension, Northwestern University Feinberg School of Medicine, Chicago, IL, USA
| | - Roy Bloom
- Department of Medicine, Hospital of the University of Pennsylvania, Philadelphia, PA, USA
| | - Darshana Dadhania
- Division of Nephrology, Weill Cornell Medical College, Cornell University, New York, NY, USA
| | - Ronald F Parsons
- Division of Transplantation, Department of Surgery, Emory University School of Medicine, Atlanta, GA, USA
| | - Bruce Kaplan
- Central Division, Baylor Scott and White Health, Temple, TX, USA
| | - Millie Samaniego
- Division of Nephrology, Department of Internal Medicine, Henry Ford Health System, Detroit, MI, USA
| | - Yasir Qazi
- Division of Nephrology, Keck School of Medicine, University of Southern California, Los Angeles, CA, USA
| | - Mona Doshi
- Division of Nephrology, University of Michigan, Ann Arbor, MI, USA
| | - Gwen McNatt
- Organ Transplant Center, University of Iowa, Iowa City, IA, USA
| | - Muhammad Saad Naseer
- John C McDonald Regional Transplant Center, Willis-Knighton Health System, Shreveport, LA, USA
| | - Todd Pesavento
- Division of Nephrology, Ohio State University Medical Center, Columbus, OH, USA
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Flores LY, Settles I, McGillen GG, Davis TM. Critical contributions to scholarship on women and work: Celebrating 50 years of progress and looking ahead to a new decade. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2020.103490] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Cho Y, Kim S, You J, Han H, Kim M, Yoon S. How South Korean women leaders respond to their token status: assimilation and resistance. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2021. [DOI: 10.1080/13678868.2021.1885207] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Yonjoo Cho
- Department of Human Resource Development, The University of Texas at Tyler, Tyler, TX, USA
| | - Sehoon Kim
- Department of Organizational Leadership, University of Minnesota, Minneapolis, MN, USA
| | - Jieun You
- Institute for Educational Research, Yonsei University, Seoul, South Korea
| | - Heeyoung Han
- Department of Medical Education, Southern Illinois University School of Medicine, Springfield, IL, USA
| | - Minjung Kim
- Department of Organizational Leadership, University of Minnesota, Minneapolis, MN, USA
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Talent management in government organizations: identification of challenges and ranking the solutions to address them. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/ijppm-05-2020-0231] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe main aim of this research is to rank and prioritize the solutions to address the challenges for the successful implementation of talent management (TM) in government banks in Iran.Design/methodology/approachThis paper has identified the challenges of TM implementation in government banks and proposed the solutions to address these challenges through a review of the extant literature. The identified challenges and solutions were ranked using two multi-criteria decision-making (MCDM) methods called PROMETHEE and VIKOR based on the insights from 20 senior managers of government banks in Iran.FindingsThe challenges and solutions were categorized into cultural, managerial, human resources and environmental-related factors. “Building culture of TM in organizations”, “making TM as an ongoing process in organizations”, “commitment of senior managers to TM process”, “managing TM pipeline” and “focusing on meritocracy in recruitment and selections” were ranked as the top solutions to address cultural, managerial, human resources and environmental challenges, respectively.Research limitations/implicationsThe findings can provide a comprehensive view of different types of challenges and solutions in the TM process for government organizations and institutions. It also provides helpful insights for top managers to define their organizations' strategies effectively and to implement the TM process by ranking and prioritizing the solutions to address their challenges.Originality/valueThe main contribution of this study is to develop a comprehensive framework in which, identification of different types of challenges in the implementation of TM processes can be addressed and the approaches to remove or mitigate the effects of these challenges are ranked by using two well-established MCDM techniques.
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Biswas K, Boyle B, Bhardwaj S. Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach. EVIDENCE-BASED HRM-A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2020. [DOI: 10.1108/ebhrm-06-2019-0051] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.
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Goodmon LB, Gavin DJ, Urs M, Akus SN. The power of the majority: Social conformity in sexual harassment punishment selection. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2020. [DOI: 10.1111/jasp.12672] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | - David J. Gavin
- Department of Psychology Florida Southern College Lakeland FL USA
| | - Medhini Urs
- Department of Psychology Florida Southern College Lakeland FL USA
| | - Sierra N. Akus
- Department of Psychology Florida Southern College Lakeland FL USA
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12
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Campuzano MV. Force and Inertia: A Systematic Review of Women’s Leadership in Male-Dominated Organizational Cultures in the United States. HUMAN RESOURCE DEVELOPMENT REVIEW 2019. [DOI: 10.1177/1534484319861169] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The ascension of women into top leadership roles in male-dominated industries and organizations in the United States remains significantly low despite inroads women have made over the past two decades. The scarcity of women in leadership has been attributed to gendered traits and socialized beliefs that inform organizational cultures. However, research suggests that leaders can also influence organizational culture because they model the primary principles undergirding workplace cultures. This systematic review sought to understand how women’s leadership has been described in influencing male-dominated organizational cultures. Three major themes were identified to answer the research question—Strategic Femininity, Shared Power, and Change Agents. Using the analogy of inertia and force, a discussion of the findings and implications for human resource development (HRD) research and practice are presented.
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Ju B. The roles of the psychology, systems and economic theories in human resource development. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2019. [DOI: 10.1108/ejtd-02-2018-0020] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study was to explore the foundational theories in human resource development (HRD) by reviewing the literature from an HRD perspective. The following research questions guide the study: What are the core theories related to adult and professional education, organizational development and strategic HRD? What are the conceptual frameworks associated with adult and professional education, organizational development and strategic HRD? How have these theories and conceptual frameworks applied the research and practice of HRD?Design/methodology/approachThis study reviewed the HRD definitions and core theories. The core theories and conceptual frameworks related to adult and professional education, organizational development and strategic human resource development were described. The application of these theories and conceptual frameworks to the research and practice of HRD was addressed.FindingsThe psychology theories that were explored were the adult learning theories, and that gestalt-psychology, behavioral psychology and cognitive psychology were illustrated. Systems theory was explored and explained in relation to organization development. Economic theory was explored and explained focusing on human capital theory; and it was demonstrated how economic theory is associated with strategic HRD.Originality/valueThe core-theory description and linking to adult and professional education, organizational development and strategic HRD may give understanding of the HRD foundations and ethical perspective that is essential for both scholars and professionals. The conceptual frameworks presented can be used to help facilitate discussions on developing or implementing HRD programs.
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Armstrong DJ, Riemenschneider CK, Giddens LG. The advancement and persistence of women in the information technology profession: An extension of Ahuja's gendered theory of IT career stages. INFORMATION SYSTEMS JOURNAL 2018. [DOI: 10.1111/isj.12185] [Citation(s) in RCA: 28] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Deborah J. Armstrong
- Business Analytics, Information Systems, and Supply Chain; Florida State University; Tallahassee Florida USA
| | | | - Laurie G. Giddens
- Computer Management and Information Systems; Southern Illinois University Edwardsville; Edwardsville Illinois USA
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