Volume 11, Issue 1, January-December 2024
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Does job satisfaction mediate the nexus between perceived organizational justice and organizational citizenship behavior? Empirical evidence from Ethiopian Public Higher Education Institutions
Cross‐Sector Partnerships to Address Societal Grand Challenges: Systematizing Differences in Scholarly Analysis
Abstract
Research on how cross-sector partnerships (CSPs) contribute toward addressing societal grand challenges (SGCs) has burgeoned, yet studies differ significantly in what scholars analyze and how. These differences matter as they influence the reported results. In the absence of a comprehensive framework to expose the analytical choices behind each study and their implications, this diversity challenges interpretation and consolidation of evidence upon which novel theory and practical interventions can be developed. In this study, we conduct a systematic review of scholarly analysis in CSP management studies to develop a framework that contextualizes the SGC-related evidence and reveals scholars’ analytical choices and their implications. Conceptually, we advance the term ‘SGC interventions’ to illuminate the black box leading to SGC-related effects, thus helping to differentiate between transformative versus mitigative interventions in scholars’ analytical focus. Moreover, the framework stresses the logical interplay between the framing of the SGC-related problem and the reporting of the intervention's effects. Through this, we juxtapose what we call problem-centric versus solution-centric SGC analysis and so differentiate between their analytical purpose. We discuss the framework's implications for advancing an SGC perspective in scholarly analysis of CSPs and outline avenues for future research.
Race, representativity, and the (im)probability of being a Black African professional psychology graduate: an institutional case study
South African Journal of Psychology, Ahead of Print.
The process of transforming South African psychology requires several coordinated initiatives. One initiative likely to unlock the transformation process in exponential ways is through attaining race-based representativity in the South African psychology workforce. Using graduation data, this article reports on the pace of racial transformation and representativity among professional psychology graduates from the University of KwaZulu-Natal. Since its inception in 2004, the University of KwaZulu-Natal has made concerted efforts to transform the racial, gender, and socio-economic diversity of its student and staff body. The institution has produced at least 469 professional psychology master’s degree graduates in clinical, counselling, educational, industrial, and research psychology during this time. However, only 43.9% of these professional psychology graduates have been Black African, while the average year-on-year increase in Black African graduates was only 9.7% between 2005 and 2020. A forecasting model predicts that the University of KwaZulu-Natal is only likely to achieve national race-based representativity among its professional psychology graduates in the 2026 graduation cohort, and provincial representativity in the 2028 cohort. This article discusses why race-based representativity remains foundational in transforming professional psychology, and how and why the pace of racial transformation among professional psychology graduates at the University of KwaZulu-Natal has been relatively slow, despite transformational efforts and successes at an institutional level.
The process of transforming South African psychology requires several coordinated initiatives. One initiative likely to unlock the transformation process in exponential ways is through attaining race-based representativity in the South African psychology workforce. Using graduation data, this article reports on the pace of racial transformation and representativity among professional psychology graduates from the University of KwaZulu-Natal. Since its inception in 2004, the University of KwaZulu-Natal has made concerted efforts to transform the racial, gender, and socio-economic diversity of its student and staff body. The institution has produced at least 469 professional psychology master’s degree graduates in clinical, counselling, educational, industrial, and research psychology during this time. However, only 43.9% of these professional psychology graduates have been Black African, while the average year-on-year increase in Black African graduates was only 9.7% between 2005 and 2020. A forecasting model predicts that the University of KwaZulu-Natal is only likely to achieve national race-based representativity among its professional psychology graduates in the 2026 graduation cohort, and provincial representativity in the 2028 cohort. This article discusses why race-based representativity remains foundational in transforming professional psychology, and how and why the pace of racial transformation among professional psychology graduates at the University of KwaZulu-Natal has been relatively slow, despite transformational efforts and successes at an institutional level.
The impact of the COVID-19 pandemic on household savings plan and the underlying driving forces: evidence from China
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Does innovation lead to anti-dumping: a case study of China
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The inflation hedging property of art: evidence from the US, UK and France
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Unveiling the effects of other-gender friendships: evidence from middle-school students in China
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