Dimensions and location of high-involvement management:fresh evidence from the UK Commission's 2011 Employer Skills Survey

High-involvement management is typically seen as having three components: worker involvement, skill and knowledge acquisition and motivational supports. The prescriptive literature implies the elements should be used together; but using data from the UK Commission's Employer Skills Survey of 2011 we find that these dimensions of high-involvement management are in reality separate. Two types of involvement, role and organisational, are not strongly related, and motivational supports are not strongly correlated with other practices or each other. Size of workplace and the sector in which it operates are associated with the dimensions of high-involvement management. However, there is variety in their other predictors. For example, organisational involvement and skill acquisition are positively related to workplace size while role involvement is negatively associated with it. The research illustrates the value of scaling methods over blanket indexes to measure high involvement management and highlights the independent effects of quality and operational management methods

And … action?: gender, knowledge and inequalities in the UK screen industries

This article explores how a knowledge ecology framework can help us better understand the production of gender knowledge, especially in relation to improving gender equality. Drawing on Law et al. (2011), it analyses what knowledge of gender inequality is made visible and actionable in the case of the UK screen sector. We, firstly, show (1) that the gender knowledge production for the UK screen sector operated with reductionist understandings of gender and gender inequality, and presented gender inequality as something that needed evidencing rather than changing, and (2) that gender knowledge was circulated in two relatively distinct circuits, a policy- and practice-facing one focused on workforce statistics and a more heterogeneous and critical academic one. We then discuss which aspects of gender inequality in the UK screen industry remained invisible and thus less actionable. The article concludes with a critical appreciation of how the knowledge ecology framework might help better understand gender knowledge production, in relation to social change in the UK screen sector and beyond

And … action?: gender, knowledge and inequalities in the UK screen industries

This article explores how a knowledge ecology framework can help us better understand the production of gender knowledge, especially in relation to improving gender equality. Drawing on Law et al. (2011), it analyses what knowledge of gender inequality is made visible and actionable in the case of the UK screen sector. We, firstly, show (1) that the gender knowledge production for the UK screen sector operated with reductionist understandings of gender and gender inequality, and presented gender inequality as something that needed evidencing rather than changing, and (2) that gender knowledge was circulated in two relatively distinct circuits, a policy- and practice-facing one focused on workforce statistics and a more heterogeneous and critical academic one. We then discuss which aspects of gender inequality in the UK screen industry remained invisible and thus less actionable. The article concludes with a critical appreciation of how the knowledge ecology framework might help better understand gender knowledge production, in relation to social change in the UK screen sector and beyond

Exploring Perceptions of Presentation Formats: Antecedents and Consequences

The literature review establishes that perceptions of information presented in different formats differ significantly. In addition, the Elaboration Likelihood Model (ELM) presents a plausible framework for the impact of presentation formats on attitudes as a potential consequence. The first study presents participants with different presentation formats (text graphical, text numerical, text only) and compares perceived and actual processing as a prerequisite for attitude change. Results show a link between processing and attitude certainty but no link between format and processing can be established. Study 2 expands on the measurement of attitude and measures perceived and actual attitude change. The manipulation of involvement is unsuccessful, and participants’ perceptions of the three different types of format show no significant difference. Study 3 employs estimated and actual recall as more objective measures and observes a significant difference in participants’ estimates of other people’s recall depending on the format they had been presented with but a lack of difference in actual recall. Study 4 examines potential antecedents of the perception of formats and explores the issue of self/other perception in the context of 16 different scenarios. The study finds significant self/other differences in the perception of effectiveness of statistics; however, a factor analysis of participants’ responses fails to provide an explanation for the split of scenarios with and without a difference; Need for Cognition cannot be established as a potential antecedent. Study 5 successfully demonstrates a difference in perception of the three formats employed, but offers no support for subject background as a possible antecedent. Drawing on this, Study 6 examines whether this difference in perception leads to an observable difference in task performance but is unsuccessful in eliciting an effect. The discussion examines implications of the findings and discusses possible limitations of the methodology

Exploring perceptions of presentation formats : antecedents and consequences

The literature review establishes that perceptions of information presented in different formats differ significantly. In addition, the Elaboration Likelihood Model (ELM) presents a plausible framework for the impact of presentation formats on attitudes as a potential consequence. The first study presents participants with different presentation formats (text graphical, text numerical, text only) and compares perceived and actual processing as a prerequisite for attitude change. Results show a link between processing and attitude certainty but no link between format and processing can be established. Study 2 expands on the measurement of attitude and measures perceived and actual attitude change. The manipulation of involvement is unsuccessful, and participants’ perceptions of the three different types of format show no significant difference. Study 3 employs estimated and actual recall as more objective measures and observes a significant difference in participants’ estimates of other people’s recall depending on the format they had been presented with but a lack of difference in actual recall. Study 4 examines potential antecedents of the perception of formats and explores the issue of self/other perception in the context of 16 different scenarios. The study finds significant self/other differences in the perception of effectiveness of statistics; however, a factor analysis of participants’ responses fails to provide an explanation for the split of scenarios with and without a difference; Need for Cognition cannot be established as a potential antecedent. Study 5 successfully demonstrates a difference in perception of the three formats employed, but offers no support for subject background as a possible antecedent. Drawing on this, Study 6 examines whether this difference in perception leads to an observable difference in task performance but is unsuccessful in eliciting an effect. The discussion examines implications of the findings and discusses possible limitations of the methodology.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Workforce Diversity in the UK Screen Sector: Executive Summary

Executive Summary of the "Workforce Diversity in the UK Screen Sector" Report. The review systematically evaluates the research on workforce diversity in the United Kingdom’s film, television, animation, video games and visual effects (VFX) industries published between 2012 and 2016. It gives the most complete picture to-date of what is known about the screen sector workforce

Workforce Diversity in the UK Screen Sector

The review systematically evaluates the research on workforce diversity in the United Kingdom’s film, television, animation, video games and visual effects (VFX) industries published between 2012 and 2016. It gives the most complete picture to-date of what is known about the screen sector workforce [Taken from Executive Summary

Workforce Diversity in the UK Screen Sector: Evidence Review

The review systematically evaluates the research on workforce diversity in the United Kingdom’s film, television, animation, video games and visual effects (VFX) industries published between 2012 and 2016. It gives the most complete picture to-date of what is known about the screen sector workforce [Taken from Executive Summary]