Reducing Inequalities within and among EU Countries—Assessing the Achievement of the 2030 Agenda for Sustainable Development Targets (SDG 10)

Reducing inequalities within and among countries is one of the main tenets of the sustainable development paradigm and has become an important pillar at the European Union level. By adopting the 2030 Agenda for Sustainable Development, EU countries have committed themselves to meet targets against which progress in reducing inequalities can be measured. Through the present research, we aim to analyze and assess the extent to which EU countries will achieve the specific SDG 10 targets. Based on data published by Eurostat for the period 2010–2020, we forecast the trends of the indicators until the year 2030, using a model based on the AAA (Holt–Winters) version of exponential smoothing (ETS), to assess the degree to which the assumed targets will be reached. For more detailed information, we used dynamic indices to analyze the dynamics of the progress achieved. The results showed that it is difficult to clearly distinguish one or more countries as part of a group of high or low performers in terms of the efforts made and the effects achieved in reducing inequalities. However, we could mention Poland as a good and very good performer on most of the indicators analyzed. As opposite examples, we can mention Bulgaria and Greece, for which more attention and involvement are needed in adopting measures to correct the negative trend forecast.

Perceived diversity in software engineering: a systematic literature review

We define perceived diversity as the diversity factors that individuals are born with. Perceived diversity in Software Engineering has been recognized as a high-value team property and companies are willing to increase their efforts to create more diverse work teams. The current diversity state-of-the-art shows that gender diversity studies have been growing during the past decade, and they have shown the benefits of including women in software teams. However, less is known about how other perceived diversity factors such as race, nationality, disability, and age of developers are related to Software Engineering. Through a systematic literature review, we aim to clarify the research area concerned with perceived diversity in Software Engineering. Our goal is to identify (1) what issues have been studied and what results have been reported; (2) what methods, tools, models, and processes have been proposed to help perceived diversity issues; and (3) what limitations have been reported when studying perceived diversity in Software Engineering. Furthermore, our ultimate goal is to identify gaps in the current literature and create a call for future action in perceived diversity in Software Engineering. Our results indicate that the individual studies have typically had a gender diversity perspective focusing on showing gender bias or gender differences instead of developing methods and tools to mitigate the gender diversity issues faced in SE. Moreover, perceived diversity aspects related to SE participants' race, age, and disability need to be further analyzed in Software Engineering research. From our systematic literature review, we conclude that researchers need to consider a wider set of perceived diversity aspects for future research.

Why online medical teams disband? The role of team diversity and leadership type

Purpose

Online medical teams (MTs), involving collaboration between remote healthcare workers, can provide comprehensive and rapid healthcare to patients. The growth in MTs is continuing, with popularity growing among doctors and patients, but some MTs disband, which could break the continuity of healthcare services provided. We aim to address this pressing issue by exploring the effects of team diversity and leadership types on team status (i.e. team disbandment (TD)). This paper systematically investigates the influences of team diversity, including separation, variety and disparity diversity and the effects of leadership types, including strong, equal and weak types.

Design/methodology/approach

A data set consisting 1,071 online MTs was collected from the Good Doctor website, a leading Chinese online health community (OHC), on January 10, 2018. The data captured included 206 teams which disbanded after 3 months collaboration. Logistic regression and maximum likelihood estimation (MLE) were used to examine their effects.

Findings

The results show that variety diversity, related to departments, positively affects TD, but disparity diversity, referring to clinician titles, negatively affects TD. Separation diversity, in terms of team member attitudes, exerts a negligible influence on disbandment. Although strong and equal leadership types negatively influence TD, they are seen to strengthen the positive effect of variety diversity, suggesting stable structure combinations of strong or equal-type leadership and low department diversity, as well as the match of weak-type leadership and high department diversity.

Originality/value

This paper extends the current understanding of virtual teams and OHCs by examining the role of leadership types and team diversity, and their influencing role on team status. The pairwise combinations are obtained to effectively reduce the disbandment probability of medical teams operating in OHCs, which could help platform managers, team founders and those connected with MTs deal with the team-disbandment crisis, providing both theoretical and practical implications to healthcare providers and researchers alike.

Single- and Double-Loop Learning

Free/Libre Open Source Software (FLOSS) developers often make a single contribution to a project and then no more, making project management difficult. To improve understanding around why developers leave, this work explores the relationship between FLOSS developer motivations and their attitudes and behavior related to projects. In particular, we add insight to the current understanding of these issues by proposing single- and double-loop learning as intervening mechanisms that connect developer motivations to outcomes and thereby help clarify when developer motivations have negative and positive impacts for the project. We test our hypotheses in a sample of 132 FLOSS developers. We find that intrinsic motivations (motivation to learn) and social motivations (motivation to collaborate) positively influence single- and double-loop learning while extrinsic motivations negatively impact both types of learning. We further find that single- and double-loop learning have differential impacts on contribution to the focal project and other projects. While single-loop learning is associated with lower turnover intentions, double-loop learning is associated with higher turnover intentions. Implications of our findings for research and management are provided in the discussion.

Understanding knowledge outcome improvement at the post-adoption stage in a virtual community

Purpose

The purpose of this paper is to solve the challenges in knowledge outcome (e.g. knowledge contribution, knowledge exploration) improvement at the post-adoption phase in the context of e-communities. This study develops a model by integrating dedication-constraint framework and self-presentation theory. The model proposes that knowledge outcomes at the post-adoption phase rely on relationship development between community members, conceptualized as commitment. The authors also hypothesize that members’ perceived online self-presentation quality, theorized as personal control and social influence, serves as the key means to motivate members’ commitment.

Design/methodology/approach

This study used survey instrument to collect data and adopted partial least squares to test the proposed hypotheses.

Findings

The results show that perceived online self-presentation quality positively affects relationship development, which in turn affects continuance intention for knowledge outcomes.

Research limitations/implications

This study expands the dedication-constraint framework by integrating the self-presentation theory. This study contributes new knowledge by proposing a model that delineates the relationship between online self-presentation quality, relationship development, and knowledge outcomes at the post-adoption stage.

Practical implications

This study shows that members’ perceived online self-presentation quality affects both affective commitment and calculative commitment, which in turn affect knowledge outcomes, suggesting the important role of the perceived quality in stimulating a member’s post-adoption reactions.

Originality/value

This study contributes to the research on post-adoption behavior in an e-community context by accounting for the influence of e-community features in self-presentation quality and dedication-constraint mechanisms on post-adoption phenomena.

Framing the Effects of Multinational Cultural Diversity on Virtual Team Processes

Globalization of the economy and the technological revolution has led to increased reliance on teams with geographically distributed membership, which has increased multiculturalism in the workplace. This study identifies factors that affect the processes and performance of nationally and culturally diverse teams working in a virtual environment. A systematic review of the literature was conducted to identify previous empirical studies in global virtual team research published from 1998 to 2014, focusing on the effects of deep diversity in the form of national culture on multinational virtual teams (MNVTs). Sixty of the 268 articles met our criteria for inclusion in this study. We concentrated on the critical factors regarding processes and outcomes in MNVTs. The resulting framework included four socioemotional and four task-related challenges for team leaders to focus on. We found that dynamic interdependency among socioemotional and task process factors affects MNVT performance.

Disparity in organizational research: How should we measure it?

Researchers can use the coefficient of variation (CV), Gini coefficient, standard deviation (SD), Theil index, or relative mean deviation (RMD) to measure organizational disparity. Because these five measures have different properties, however, using them interchangeably may lead to inconsistent findings. Using simulated team pay data, we conducted two simulation studies to examine the similarities and potential differences among these measures. The results showed that CV, Gini, Theil, and RMD were strongly related in most circumstances and that interchanging them had little impact on their relations with outcome variables. Differences were observed, however, when interchanging any of these four measures (CV/Gini/Theil/RMD) with SD, especially when samples were characterized by a seriously skewed distribution, a wide pay gap, and a high sample disparity. Given that SD does not meet some of the properties of disparity, and that it may underestimate correlations between disparity and outcome variables, we suggest that researchers use CV, Gini, Theil, or RMD, rather than SD, to assess organizational disparity.