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The records surrounding the assassination of President John F. Kennedy (JFK) have been subject to unique treatment in their management and opening. The John F. Kennedy Assassination Records Collection Act of 1992 (JFK Records Act) mandated that the records would be opened in full by 2017, unless there was intervention from the sitting president. This study aims to examine the extent to which access to the JFK assassination records has been granted. It evaluates how open the archive is, and the consequences of withholding government records. It examines how the continued non-disclosure of this archive has helped to fuel the controversy and conspiracy theories surrounding Kennedy’s death.

This research was approached as traditional historical document analysis, reviewing the JFK assassination records releases from 2017–2018 and the broader landscape of access to information in America. A random sampling of the open and redacted records was used to undertake a statistical analysis on the amount of information that has been withheld. It was supplemented with freedom of information requests intended to reveal further information on the approach taken to redaction. The work was situated within a broader global literature review.

The research identified the limits to access to the JFK assassination records that exist because of the continued postponement and redaction of information by US federal government agencies. It found that the ambiguous language used for exemptions in the US Freedom of Information Act (FOIA) and the JFK Records Act has allowed agencies the freedom to interpret and limit access to information if they desired. Furthermore, agencies have had the power to hold and sanitise their own records. The work identifies how these approaches have caused questions, inconsistences, a lack of transparency and accountability in the US government. The lack of centralised processes and related explanations can be seen to fuel further controversies and conspiracies.

Using a systematic research methodology, this work presents a careful analysis of the varying processes and their implications for understanding of the events that surrounded Kennedy’s assassination. Lessons learnt can be applied to the general management of freedom of information and access to information.

A growing body of research finds a consistently negative relationship between medical cannabis access and aggregate measures of opioid use. Nothing is currently known about the types of opioids that are being most impacted by cannabis access. Using the Callaway and Sant’Anna (2021) difference-in-differences (DID) estimator for the main analysis and data on all opioid shipments to every United States (US) pharmacy from 2006 to 2014, the authors found no evidence of overall change in the total number of morphine milligram equivalent (MME) units of opioids shipped to pharmacies, following the opening of medical cannabis dispensaries. However, across all opioids, the authors found a reduction in the highest MME dosage strengths (8.8% decrease in 50–89 MME doses and 11.3% decrease in 90+ MME doses). This decrease appears to be driven predominantly by commonly diverted opioids, where the authors found a reduction in the highest MME dosage strengths (12.2% in 50–89 MME doses and 13.8% in 90+ MME doses). Further, the authors see a 6.0% increase in low-to-moderate dose opioids (0–49 MMEs). This is consistent with patients using cannabis concomitantly with opioids in order to achieve a lower opioids dose.

Patriotism is often described as the “love of country” that individuals display in the acclamation of their national community. Despite the prominence of this sentiment in various societies around the world, organizational research on patriotism is largely absent. This omission is surprising because entrepreneurs, human resource (HR) divisions, and firms frequently embrace both patriotism and patriotic organizational practices. These procedures include (among other interventions) national symbol embracing, HR practices targeted toward military members and first responders, the adulation of patriots and celebration of patriotic events, and patriotic-oriented corporate social responsibility (CSR). Here, the authors argue that research on HR management and organization studies will likely be further enhanced with a deeper understanding of the national obligation that can spur employee productivity and loyalty. In an attempt to jumpstart the collective understanding of this phenomenon, the authors explore the antecedents of patriotic organizational practices, namely, the effects of founder orientation, employee dispersion, and firm strategy. It is suggested that HR practices such as these lead to a patriotic organizational image, which in turn impacts investor, customer, and employee responses. Notably, the effect of a patriotic organizational image on firm-related outcomes is largely contingent on how it fits with the patriotic views of other stakeholders, such as investors, customers, and employees. After outlining this model, the authors then present a thought experiment of how this model may appear in action. The authors then discuss ways the field can move forward in studying patriotism in HR management and organizational contexts by outlining several future directions that span multiple levels (i.e., micro and macro). Taken together, in this chapter, the authors introduce a conversation of something quite prevalent and largely unheeded – the patriotic organization.

Organizational scholars studying compensation often place an emphasis on certain employee groups (e.g., executives). Missing from this discussion is research on the compensation systems for low-wage jobs. In this review, the authors argue that workers in low-wage jobs represent a unique employment group in their understanding of rent allocation in organizations. The authors address the design of compensation strategies in organizations that lead to different outcomes for workers in low-wage jobs versus other workers. Drawing on and integrating human resource management (HRM), inequality, and worker literatures with compensation literature, the authors describe and explain compensation systems for low-wage work. The authors start by examining workers in low-wage work to identify aspects of these workers’ jobs and lives that can influence their health, performance, and other organizationally relevant outcomes. Next, the authors explore the compensation systems common for this type of work, building on the compensation literature, by identifying the low-wage work compensation designs, proposing the likely explanations for why organizations craft these designs, and describing the worker and organizational outcomes of these designs. The authors conclude with suggestions for future research in this growing field and explore how organizations may benefit by rethinking their approach to compensation for low-wage work. In sum, the authors hope that this review will be a foundational work for those interested in investigating organizational compensation issues at the intersection of inequality and worker and organizational outcomes.

This study builds upon previous research on grace in the workplace, using scholarship from the fields of psychology, business ethics, philosophy and religion with the purpose of clarifying how people experience grace in their work, when it happens, why it happens and what are the affective outcomes.

Data were collected from employed adults in the USA. Research questions were explored using qualitative and quantitative methods.

Working from a conceptual framework linking the occasions of grace, the reasons for grace-giving and the resulting sentiments, the design and findings of a mixed methods study are presented. The results clarify how individuals from various work environments, demographic groups and spiritualties enact and react to grace-giving at work.

This paper contributes to organizational change and workplace spirituality literatures by unpacking what precipitates workplace grace episodes, what is the nature of the interpersonal exchanges and individuals’ affective responses. This approach allows us to better understand what happens in the specific moments of grace and how grace-giving might be encouraged.

How do participants navigate the sexual politics of multiracial dating and how does this relate to belonging? The results of this study illustrate that the 21 participants interviewed faced internal and external struggles and triumphs due to their mixed-race identity. For participants, trying to situate themselves into just one racial identity when they straddled both became a point of contention with romantic partners and themselves. Moreover, participants struggled with feeling like they were “enough” and if they belonged. Furthermore, mixed-race women and non-binary people were forced to navigate the racial expectations of others as well as the fetishization of their mixed-race identity. In turn, this impacted confidence levels, self-esteem, and sense of belonging and authenticity. The findings contribute to research on desirability and critical mixed-race studies by examining how mixed-race women and non-binary people perceive their own desirability.

Most of the current literature investigates workplace-based formal and informal learning separately; thus, the relationship between these two types of learning remains unclear. This study aims to fill this research gap, drawing on self-determination theory to bridge teachers’ formal and informal learning and uncover the relationship between the two.

The participants of the study are 1,886 primary and secondary in-service teachers in China. Structural equation modeling and bootstrapping are used to test the proposed model.

The study reveals complicated influencing mechanisms of formal learning on different types of informal learning among in-service teachers. Teachers’ basic psychological needs, satisfaction and challenge-seeking behavior are found to play crucial mediating roles in this process.

First, this study suggests that different configurations of intervention strategies should be formulated depending on the foci for improving teachers’ learning. Second, this study indicates that only highlighting the importance of reflection, which is the approach currently used, is not sufficient to improve teachers’ daily reflective practice. Third, there is an urgent need to design training programs to improve teachers’ abilities to purposefully expand their job boundaries, which could not only benefit teachers’ performance but also contribute to school improvement. For policymakers and school principals, we suggest that more attention be given to the satisfaction of teachers’ basic needs.

This study contributes to the literature on workplace learning by connecting formal and informal learning and elucidating how teachers’ reported formal learning influences their informal learning activities via varied paths. The findings have implications for continuous professional development policy and training programs in the workplace.

The purpose of this study is to investigate managers’ decision-making processes when evaluating suggestions provided by human collaborators or artificial intelligence (AI) systems. We employed the framework of Social Comparison Theory (SCT) in the business context to examine the influence of varying social comparison orientation levels on managers’ willingness to accept advice in their organization.

A survey was conducted on a sample of 192 US managers, in which we carried out an experiment manipulating the source type (human vs AI) and assessing the potential moderating role of social comparison orientation. Results were analyzed using a moderation model by Hayes (2013).

Despite the growing consideration gained by AI systems, results showed a discernible preference for human-generated advice over those originating from Artificial Intelligence (AI) sources. Moreover, the moderation analysis indicated how low levels of social comparison orientation may lead managers to be more willing to accept advice from AI.

This study contributes to the current understanding of the interplay between social comparison orientation and managerial decision-making. Based on the results of this preliminary study that used a scenario-based experiment, future research could try to expand these findings by examining managerial behavior in a natural context using field experiments, or multiple case studies.

This is among the first studies that examine AI adoption in the organizational context, showing how AI may be used by managers to evade comparison among peers or other experts, thereby illuminating the role of individual factors in affecting managers’ decision-making.