Sustainability depends on a balanced relationship of the triple bottom linepeople, profit and planet. However, limited research exists on how employees comprise the people component as vital stakeholders. The advancement of sustainability research has been hampered by the lack of a comprehensive measure incorporating three dimensions. Hence, three studies were conducted to develop a measure. In Study 1, qualitative interviews with 16 sustainability executives and a literature review led to development of 41 items. In Study 2, exploratory factor analysis of the measure with 102 working adults confirmed three dimensions and reduced it to 34 items. In Study 3, confirmatory factor analysis of panel data from 119 human resource managers resulted in a fit with three dimensions. SEM analysis indicated an antecedent relationship with innovative culture, learning orientation, and a supportive and collaborative culture. The people dimension is related to organizational identification as an important outcome. Strengths, limitations and directions for future research are discussed.

Administrators use data from student evaluations of teachers (SETs) as input for making numerous decisions. However, many in the profession question the validity of SET information. This study examines the SET process from a cognitive perspective and investigates the relationship between student images of their teachers and characteristics of mindless SET completion. Questionnaire data from 127 students show significant correlations between SET scores and overall teacher evaluations, but only when images of the current and idealteacher are not compatible. When images of the current and ideal teacher are compatible, correlations between SET and overall scores are not statistically significant.

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Laws addressing harassment at work have evolved considerably since court systems first recognized that (sexual) harassment is illegal. Now, managers must worry about protected classes other than sex (e.g., race, age, etc.), and the effects of harassment on bystanders as well as victims (i.e., ambient harassment). Understanding these newer conceptualizations of workplace harassment is critical for mangers dealing with an increasingly complex array of possible work environments, only some of which are illegal. Toward this end, we present a taxonomy of eight possible work environments, created by parsing the legal definition of sexual harassment (i.e., the first-recognized type of hostile work environment). The taxonomy illustrates the evolution of law in this area, and highlights the multidimensional nature of workplace harassment. Also discussed are potential complications arising from how a reasonable person and a victim might interpret behavior. Managers using the taxonomy may better assess whether their work environments have crossed the line, or facilitate movement from less-to more-desirable work environments.Key words hostile work environment . sexual harassment . ambient harassment . employment discrimination law Surveys measuring the incidence of harassment at work yield mixed but consistently alarming results. In the United States, between 40 to 90% of women report having experienced sex-based harassment at work (see, e.g.,

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