This paper examines the results of a workplace bully survey sent to faculty, instructors and librarians at a mid-sized Canadian university in 2005. The potential sources of workplace bullying by colleagues, administrators and students are examined. The survey determined that workplace bullying is of particular concern for employees that are newly hired or untenured. The systemic nature of this phenomenon and the spillover effect from one job domain to another are identified. The findings indicate costs for the university linked to workplace bullying. Costs include increased employee turnover, changed perception of the university by employees and reduced employee engagement.

Women entrepreneurs are a vital contributor to today’s economy, employing one from every four employees in the USA. Yet, there is still a dearth of research on women entrepreneurs. This study examines a particular group of women entrepreneurs largely ignored by the literature: entrepreneurs over 50 years old. It focuses on women who do not have a family, or whose children have grown up. Given the aging population this group will increase in numbers and impact on gross domestic product and employment statistics. This paper explores the characteristics of this unique group of entrepreneurs and considers if gender is implicit in the organizational structures of the businesses established by these women.

f i e rapid increase in non-English-speaking populations within the United States dictates the needfor well-translated instruments to reduce nonresponse and measurement error in surveys.

Organizations are continually confronted by new regulatory pressures, but there is debate as to how much freedom organizations have to select a strategic response to such pressures. Organizations do not respond to a regulatory pressure in isolation, but rather in concert with, and in reaction to, the response of other relevant stakeholders and pressures within the environment. This inductive study contributes to the established resource dependence and institutional literature by examining organizational responses to a new external regulatory pressure, the Ontario (Canada) Environmental Bill of Rights, and the influences that motivated such responses. Results of the study challenge the mechanistic approach of organizational responses to external pressures, presenting evidence of the interactive nature of such responses. This research also revealed four organizational strategies and three influences, not previously identified in organizational theory, which motivate organizational responses.

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