No abstract

Using data (N = 1,350) from the Head Start Family and Childhood Experiences Survey, this study examined sociodemographic predictors of parent involvement in educationally enriching activities at home for low-income children with disabilities compared with children without disabilities. Analyses examined whether associations were moderated by aspects of parent–school interactions. Parent involvement was greater for White compared with Black and Hispanic parents of all children. Higher parental education related to greater involvement at the end of the year only for parents of children with disabilities. Parent perceptions of teacher support and school communication differentially moderated associations between predictors and parent involvement for children with and without disabilities. Results inform an individualized approach to fostering involvement among low-income parents of children with disabilities in early education.

The Problem. An increasing number of organizations are experiencing concerns from employees regarding work-life balance. Organizations that have chosen to implement formal flexible work arrangements (FWAs) have experienced reluctance from their employees to participate. COVID-19 has forced the hand further toward FWAs, and created additional work life balance concerns. The Solution. FWAs present an opportunity for organizations to address work-life balance concerns, especially amid the black swan event of COVID-19. Implementing FWAs provides opportunity for organizations to reduce turnover and facilitate employee development through work life balance programs. The Stakeholders. The informal processes of FWAs should receive due attention by HRD practitioners and scholars alike.

No abstract

The knowledge literature suggests that transferring knowledge leads to synergistic cost advantages, better implementation of organizational strategies, and competitive advantage. Organizations are implementing corporate universities to aid in knowledge transfer. There is no standardized definition for corporate universities, but rather models that allow organizations to customize them to meet their training needs. Building on recent work of managing the knowledge transfer process (Murray & Peyrefitte, 2007) and on seminal work on media richness theory (Daft & Lengel, 1986), the authors propose that the type of knowledge to be transferred, and the appropriate media to transfer that knowledge, determine the most beneficial generation of corporate university to achieve competitive advantage. The article presents a model and propositions concerning relationships between the type of knowledge to be transferred, appropriate media selection, and generation of corporate university to implement.