Sticks and Stones? Recognising and Optimally Responding to ‘eRage: A Growing Educational Challenge

Demand for online education, which provides students with the ability to study around their work and family commitments, has increased considerably in recent years and is expected to grow further. However, there are key differences between online and on-campus education that give rise to unique and complex challenges for online educators. One potential challenge is apparent greater volatility of online students that can see online educators experience greater levels of instructional dissent. We have termed this phenomenon ‘eRage’—students communicating electronically with staff in a rude, antisocial manner to express disagreement or contradictory opinions regarding classroom issues. This chapter will examine the challenges of online education that could contribute to eRage; briefly examine the literature pertaining to instructional dissent and provide recommendations for online educators to manage this somewhat overlooked and clandestine issue moving forward

She’-E-O Compensation Gap: A Role Congruity View

Is there a compensation gap between female CEOs (She’-E-Os) and male CEOs? If so, are there mechanisms to mitigate the compensation gap? Extending role congruity theory, we argue that the perception mismatch between the female gender role (that assumes communal traits) and the leadership role (that assumes agentic traits) may lead to lower compensation to female CEOs, resulting in a gender compensation gap. Nevertheless, the compensation gap may be narrowed if female CEOs display agentic traits through risk-taking, or alternatively, work in female-dominated industries where communal traits are valued. Additionally, we expect that female CEOs’ risk-taking is less effective in reducing the gender compensation gap in female-dominated industries due to the conflicting emphases on agentic and communal traits. Leveraging a sample of Chinese publicly listed firms, we find support for our hypotheses. Overall, this study contributes to the ethics literature on income inequality issues, by highlighting the effectiveness of potential mechanisms to close the gender compensation gap between female and male CEOs