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ABSTRACTData envelopment analysis (DEA) is a linear programming‐based technique that converts multiple input and output measures into a single comprehensive measure of productive efficiency. This is accomplished via the construction of an empirically based production frontier and by the identification of peer groups. Each unit is evaluated by comparison against a composite unit that is constructed as a convex combination of other units in its peer group. DEA has now been applied in a variety of managerial contexts.In this paper we draw on theories of decision making, measurement and control, the mathematical properties of DEA, prior reported applications, and our own experience, to assess the potential of DEA as a general management tool. We first make the distinction between managerial diagnosis and control. We show how measurement requirements differ for these two managerial decision contexts, and argue that DEA has the potential to provide support in each context. Measurement and decision support criteria for each activity are then developed by reference to the literature on diagnosis and control. Based on its mathematical definition and properties, the relevant attributes of DEA are then derived. The technique is evaluated in each capacity by comparison to the appropriate set of criteria. This evaluation is supported with evidence from our experience with DEA in a large public‐sector organization. We argue that the structural properties of DEA, critical managerial choices in its application, and situationally specific factors, interact to determine the strengths and limitations of DEA in each decision context. Implications for research and practice are discussed.

The ability for workers to be authentic in the workplace benefits individuals and organizations alike. However, empirical studies examining the influences of employees' satisfaction with a supervisor and authenticity are limited, especially for employees with identities such as LGBTQIA. Therefore, this exploratory study aimed to investigate state-based versus trait-based perceived work authenticity, satisfaction with a supervisor, and the influence of sexual orientation and gender identity within one Fortune 50 company in the United States. In addition, differences in perceived authenticity and satisfaction with a supervisor were assessed by dividing participants into two groups—one as LGBTQIA and the second as cisgender and heterosexual. Quantitative data was collected with a cross-sectional online survey assessing work authenticity, satisfaction with one's supervisor, and demographic questions. The analysis and empirical tests included descriptive statistics, Pearson correlation, independent t-tests, and general linear models. Findings from this research study indicated that authenticity correlates to satisfaction with one's supervisor, and workers who identify as LGBTQIA report lower levels of authenticity, especially in self-alienation. Recommendations are provided regarding future research and improved organizational and human resource management practices for an authentic workforce or diversity and inclusion.


Keywords: authenticity, work authenticity, well-being, Independent Authenticity Measure at Work, self-determination theory, Satisfaction with My Supervisor Scale, human resource practices, sexual orientation, gender identity, LGBTQIA, silent identity, workplace identity, diversity, inclusion

Objective: This article reports findings of three studies addressing convergent validity and test-retest reliability of the Youth Rating Scale of the Behavioral and Emotional Rating Scale-Second Edition (BERS-2). Method: Pearson product-moment correlations were used in all three studies, the first two addressing convergent validity and the third addressing test-retest reliability. Results: Analysis indicated that (a) the six BERS-2 subscales and overall strength index were generally highly positively correlated with the social skills composite score from the Social Skills Rating System-Student Form (Secondary Level, Grades 7 to 12), (b) the BERS-2 subscales and strength index were generally moderately negatively correlated with the Problem scales of Achenbach's Youth Self-Report, and (c) test-retest reliability coefficients over a 1-week period were all above .80. Conclusions: Results provide evidence that the BERS-2 Youth Rating Scale has acceptable psychometric properties and may be considered for use by social work practitioners in assessment and intervention activities.

Summary The purpose of this study was to compare parent ( N = 51) and family teacher ( N = 102) ratings of perceptions of aftercare for youth reintegrating into the home and community settings following a stay in residential care. Findings The results show large differences between treatment providers and parents as to the level of youth preparedness for transition. Applications Youth leaving residential care facilities struggle to maintain the gains they make during their time in treatment. Understanding what residential care providers and parents of youth perceive to be most important for youth during this transition period is essential to the youth's long-term success.

Privacy and integrity of medical records is expected by patients. This privacy and integrity is often mandated by regulations. Traditionally, the security of medical records has been based on physical lock and key. As the storage of patient record information shifts from paper to digital, we find new security concerns. Digital cryptographic methods provide solutions to many of these new concerns. In this paper we discuss the new security concerns, new legislation mandating secure medical records, and solutions providing this security.