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This paper considers how knowledge has been organized about museum objects and belongings at the Museum of Anthropology, in what is now known as British Columbia, and proposes the concept of historical or provenance warrant to understand how cataloguing decisions were made and are limited by current museum systems.

Through interviews and archival research, we trace how cataloguing was done at the museum through time and some of the challenges imposed by historical documentation systems.

Reading from the first attempts at standardizing object nomenclatures in the journals of private collectors to the contemporary practices associated with object documentation in the digital age, we posit that historic or provenance warrant is crafted through donor attribution or association, object naming, the concept of geo-cultural location and the imposition of unique identifiers, numbers and direct labels that physically mark belongings.

The ultimate goal and contribution of this research is to understand and describe the systems that structure and organize knowledge, in an effort to repair the history and terminologies moving forward.

The goal of this study is to examine how community policing policies (CPP) can be effective in addressing racial disparities in police killings in the United States.

The study utilized multi-level mixed modeling techniques.

The study finds that CPP training for in-service officers is effective when the police chief is black, in contrast to the presence of written CPP statements and CPP training for newly recruited officers. This article concludes that the effectiveness of policy implementation is dependent upon policing leaders who manage policy implementation.

This research is limited in that it only includes data from people who were killed by police. In addition, it was extremely difficult to collect data on the race of the officer. Hence, it reduced the number of viable cases that we could include in the analysis.

The most significant practical limitation to our research is the ability to generalize to police departments within a city and between cities. In some cases, police killings were confined to one or two areas in a city.

Disproportionality in police killings is important in every country where certain groups are overrepresented in the number of police killings. This is particularly true today, where we see groups like Black Lives Matter highlighting higher levels of lethal force in minority neighborhoods.

Using representative bureaucracy theory, this research shows leaders select and emphasize specific goals among a set of organizational goals, seek to build trust rather than fight crimes and support goals to improve policy outcomes, which fills a theoretical gap in the theory.

With the ongoing educational disparities and an increasingly diverse special education student population, the need for Black special education teacher faculty at Historically Black Colleges and Universities (HBCUs) has never been greater. The role of Black women in higher education is indispensable as a means of addressing the social injustices faced by students of color with disabilities, diverse communities, families, and historically underserved groups by training Black educators. In this chapter, the author introduces her authentic self and academic journey as foundational to the proposed ideas expressed. The roles of novice special education faculty are discussed, including the challenges these emerging professionals face in obtaining tenure, promotion, and grant procurement. This is followed by suggestions for how to respond to the microaggressions (e.g., classism and colorism) encountered by both Black and White peers. Based on that groundwork, a series of best practices are proposed for creating safe spaces, nurturing and mentoring our future special education teachers. The chapter ends with a reinforcing and supporting summary of lessons learned to promote persistence and retention among Black special education teacher education faculty.

Based on the ability–motivation–opportunity (AMO) model, this research aims to examine the hierarchical impact of high-performance human resource practices (HPHRPs) on the work practices and service performance of hospitality organizations.

Through an extensive analysis of time-lagged, multilevel and multisource data encompassing 721 employees and 153 stores across 17 restaurant brands in Taiwan, this study illuminated the hierarchical impact of HPHRPs in fostering a service-oriented environment.

This study reveals that HPHRPs have a direct positive effect on service performance. It also highlights an exclusive indirect positive impact, indicating that HPHRPs contribute to elevated service performance through the multilevel mediating effect of team engagement. A distinctive aspect of this study is that it identifies service climate as a critical multilevel moderator, strengthening the positive relationship between HPHRPs and team engagement. Additionally, service climate is found to be a key factor that amplifies the indirect multilevel positive effect HPHRPs have on service performance by reinforcing team engagement.

Strategically implementing robust HPHRPs, fostering a stimulating work environment and emphasizing team interaction can help hospitality organizations cultivate workplaces that deliver unparalleled guest experiences.

This study offers a strategic roadmap for the hospitality industry with a comprehensive multilevel HPHRPs framework that is customized to the specific needs of the workforce, and focused on fostering a service climate to maximize the positive outcomes of service excellence.