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The authors discuss the implications of the recent United States Supreme Court decision in Dobbs v. Jackson and its impact on employees and employers. Although several employers issued public statements regarding the provision of abortion-related benefits, the authors highlight some of the obstacles to their implementation.

With a focus on employee wellbeing, the authors discuss the obstacles in implementing abortion care benefits.

While it is encouraging to see many organizations make public statements in support of abortion rights, the authors temper their enthusiam with questions about practicality.

Based on the research on hidden stigmas and the job demands-resources model, the authors argue that employees who need to use abortion-related benefits may be unlikely to seek them.

The authors highlight some unanswered questions relating to the requesting and granting of abortion healthcare benefits.

The Dobbs decision takes away rights. While the authors applaud organizations’ efforts to restore them, facilitating access to an abortion in other states is quite complicated.

Although abortions are very common, very little organizational research has addressed the topic. In light of the Dobbs v. Jackson decision, the paper raises some timely questions about employer-sponsored abortion healthcare.

Based on the job demands-resources (JD-R) model (Demerouti et al., 2001), the authors posited that concealment of one's transgender identity (a demand) would be negatively associated with work effort and commitment and that coworker support (a resource) would be positively related with those outcomes. In addition, the authors tested whether coworker support buffered the demand of maintaining secrecy as predicted by the JD-R model.

Relying on survey data from 89 transgender employees, the authors used Hayes' Process Model 1 to test the model.

Concealment was significantly related to both organizational commitment and work effort, but coworker support had no direct effect on either outcome. However, coworker support interacted with concealment, such that there were significant coworker support effects among trans employees who were out to none or some of their coworkers, but no significant effect among those who were out to all of their coworkers.

While prior studies have examined the importance of coworker support and outness, the authors add to the literature by examining the joint effect of these variables on transgender employees' work experiences. In addition, as prior research has been slow to examine behavioral work outcomes, the authors expand the criterion space by examining the simple and joint effects of outness and support on a previously ignored variable, work effort.

The purpose of this paper is to develop two new constructs – sensitivity to gender and race/ethnicity diversity – and examined how differences in these constructs moderate the diversity – affective outcomes relationships.

A sample of 250 full-time employees completed an online survey on their sensitivity, workgroup diversity, and affective reactions toward their workgroups.

The paper performed a construct validation of the new sensitivity to diversity measures and found that they were conceptually distinct from two existing diversity perceptual constructs – gender identity salience and pro-diversity belief. Furthermore, the authors found that the moderating effect of sensitivity to gender diversity on the relationship between gender diversity and perceived cohesiveness and workgroup commitment was stronger for women than for men. The authors also found that the moderating role of sensitivity to race/ethnicity diversity on the relationship between race/ethnicity diversity and workgroup commitment and satisfaction with coworkers varied by race/ethnicity.

Although common method variance can be a problem, diagnostic tests indicated that it had minimal influence on the results.

Organizations need to understand how individual differences among employees, especially among female and racial/ethnic minority employees, affect their responses to workgroup diversity and diversity initiatives.

Prior research on diversity has generally not examined individual differences in the propensity to notice differences. This study contributes to the literature by examining the moderating roles of such important individual characteristics on the relationship between diversity and affective outcomes.

The aim is to examine the shifting effects of retirement expectations and social support on adjustment three and half and ten months post‐retirement.

For the purpose of this study, the authors used a survey methodology. Expectations regarding retirement and social support were used to predict three facets of satisfaction post‐retirement; life satisfaction, retirement satisfaction, and social satisfaction.

Results suggested that expectations consistently and significantly predicted satisfaction early and later in retirement. Social support was only a significant antecedent of retirement satisfaction at time 2, and had a non‐significant relationship to social and life satisfaction in retirement.

Results support the view that retirement expectations have a strong influence on retirement, life, and social satisfaction in the first year of an individual's retirement.

The paper's findings imply that interventions designed to create realistic expectations of the retirement experience may have a positive impact on adjustment.

The purpose of this study is to examine how different feminist Facebook groups in Israel operate in order to better understand the main issues in their discussions about feminism in Israel. The study will also identify the variances between the different subgroups. A secondary research question examined was whether Voyant Tools can be used as an effective content text analysis tool in general and in Hebrew in particular.

The study's research method analyzes the content of Facebook posts using the Voyant Tools online toolkit to quantitatively analyze and visualize the results of text mining and data visualization. The sample consists of the texts of posts of three groups representing different currents in Israeli feminism, gathered over a period of three months.

The results show that there are high-frequency words occurring in all groups, each group has its unique words, which distinguish it from the other groups. Feminist and Halachic Feminist groups had few words in common, while the Religious Feminist groups had more words in common with both the Feminist and the Halachic Feminist groups and more so with the latter group. While all groups discussed the issue of violence against women, especially sexual violence, the degree of engagement varied greatly between the groups. In addition, there were clear differences in the prominent issues concerning the various groups. This paper demonstrates the possibility of using Voyant Tools for text mining and analysis.

This paper demonstrates the possibility of using Voyant Tools for text mining and analysis. Voyant Tools shed light on common concepts, their location and prevalence in the text.