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The inherent violence of the patriarchal spectacle is at times decried through mass social movements such as the #MeToo or black lives matter movements in response to overt political displays of power or policies reinforcing inequalities of gender, race and ethnicity. While critical criminologists and feminists have spent decades on topics such as these, what is, more often than not, ignored is the banal patriarchal oppression women across the globe endure during their everyday lives. Moreover, women, most notably in the Global North and the United States in particular, assent to their oppression through the willingness of allowing the innate violence of an unequal patriarchal system of harm and violence. Our specific focus is on the routinisation of everyday life women participate in reinforcing the status quo of the patriarchal carceral state. We also suggest that social change must be more than reactions and demands for processes of change within the social structure that maintain the overall patriarchal state and structure of society: rather resistance must equal revulsion and rejection for a revolutionary social change to the innate violent system.

Purpose – To assess the potential significance of the gravesites of Canadian residential schools to criminology.

Methodology/Approach – The current state of criminological theory with respect to crimes against humanity committed by the state is assessed, particularly with reference to any insights it may offer on the gravesites.

Findings – Denunciation of crimes against humanity is the one facet of successful prosecutions that would have value for residential school survivors. The current state of criminological theory for crimes by the state against humanity is inadequate for analyzing how and why those crimes are committed by democratic countries. The capacity of prosecutions by themselves to address the underlying social problems that fuel human rights abuses is limited. There is a need to explore how multi-faceted resolutions can both provide accountability for crimes against humanity and pursue long-standing solutions against further human rights abuses.

Originality/Value – Gaps in criminology with respect to analyzing crimes against humanity committed by the state that are in need of further exploration and study are identified. There is a need to develop methodologies for analyzing crimes against humanity committed by democracies. Further study would have significance not only for Indigenous peoples, but also more broadly for racial minorities who are victimized in democracies. Denunciation of crimes against humanity is the only realistic benefit of prosecution. There is therefore a need to explore multi-faceted and enduring resolutions that are not limited to punishment.

Based more on practical (and contextual), rather than theoretical grounds, over time, job satisfaction came to be the work attitude of choice for many early researchers interested in studying the relationship between employee attitudes and efficiency. Surprisingly, research examining the basis for why this belief is practically nonexistent. This paper addresses this apparent void in the organizational literature.

First, a historical overview of the development of job attitudes is introduced. Second, incorporating important early, but now mostly forgotten, research on employee boredom, fatigue and customer satisfaction, a “missing link” explanation is presented for job satisfaction eventually becoming the “job attitude of choice” in organizational research.

Integrating early research from two long‐forgotten streams of organizational research, this paper provides a practical (and contextual) framework for why job satisfaction became the most widely used measure of happiness in the happy/productive worker thesis.

Future research endeavors on the happy/productive worker thesis might greatly benefit from an awareness of the important, but now mostly forgotten, stream of early research on worker well‐being.

This historical paper provides the reader with a better understanding of the contextual framework for how the fascination with job satisfaction developed over time.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance of employees through work and family demand, work-family conflict (WFC), work-life balance (WLB), job satisfaction, life satisfaction, and organizational commitment. In doing so, this chapter aims to respond to the limited existing research on WLB in the Australian financial industry, despite its substantial contribution to the economy. Study Design/Methodology/Approach: The study uses an online panel which recruits participants at different levels of financial organizations in Australia. The data comprise 305 employees to test a model with structural equation modeling. Findings: Results demonstrate that SFS relates positively to WLB and inversely to perceived family demand, WFC, and family-work conflict, with no significant link to perceived work demand. Findings show further that WLB associates positively with employee attitudes (e.g., job satisfaction, life satisfaction, organizational commitment). Results also demonstrate positive relations between employee attitudes and job performance. Finally, results show a significant positive relationship between WLB and job performance. Research Limitations/Implications: The survey data were collected from a single source (the financial industry) and from Sydney; therefore, the conclusions may carry less weight than those triangulated from multiple sources and across Australia. The variables were self-reported, which may leave the data subject to some response biases. Consistent with the past research, steps were taken to reduce single-source bias. Practical Implications: The results demonstrate that SFS is important in determining employee job performance in financial industry. It also highlights the role of work and family demand, WFC, WLB, and job attitudes. Originality/Value: The study would guide employers, employees, and managers involved in the financial industry to implement policies which may aim to augment job performance and promote balance between work, home, and life.

This paper seeks to examine the relevance of some existing Western motivation and job design theories in explaining employees' service performance, termed service orientation in delivery, in a developing country context.

The satisfaction‐performance thesis and the two factor theory (motivation and hygiene factors) are tested using a case study from a developing economy, Ghana. Survey data were collected from 535 retail bank employees of two large commercial banks across 85 branches in the final phase of the research. Multiple and hierarchical regression as well as split sample analyses were used to examine data.

Overall, the findings indicate some support for the validity and relevance of the satisfaction‐service performance thesis even in a non‐developed economy. Some outcomes, however, seem to challenge the validity of the two factor theory: context/hygiene satisfaction elements emerged as better predictors of service performance than content/motivator factors. In particular, context satisfaction dimension relating to co‐workers appeared to be the most important predictor. Satisfaction with pay and rewards, however, appeared unimportant to the service performance of the bank employees surveyed.

As the research was limited to the banking sector from only one developing country, generalisations and applications of its findings should be made with caution. Future studies which provide broader conceptual and empirical views, in terms of how specific co‐worker attitudes and behaviours motivate or discourage service‐oriented performances in multi‐country studies, could be useful.

Despite its limitations, the confirmation of the satisfaction‐performance thesis in this paper may indicate to managers that some, if not all, of the management theories taught in American/European schools may be equally relevant to developing economies such as Ghana. In addition, the findings provide managers with insights regarding the potential importance of context satisfaction elements to employees' service performance.

Overall, the broad findings from the study indicate some support for the relevance of the satisfaction‐service performance thesis even in a non‐developed economy, characterised by relatively challenging economic conditions. However, some outcomes reported in this paper seem to challenge the validity of the two factor theory and its relevance for job motivation and design.

There is an identified need in higher education research for methods which have the capacity to generate conceptual insights grounded in concrete local practice but with wider applicability in understanding and facilitating research-based change. This chapter outlines an intermediate approach to qualitative data analysis which can support theoretical knowledge advancement from practice-based research, which I call the difference-within-similarity approach. It involves a particular way of conducting dialogues with our data: of interanimating similarities and differences within our qualitative datasets. The approach outlined involves first identifying a similarity, then systematically examining differences within that similarity to generate theoretical explanations. Drawing on sociocultural theorising, particularly dialogic theory and cultural–historical activity theory, the approach is based on the idea that new meanings arise from a comparison of multiple perspectives on the ‘same’ phenomenon. The tensions between such perspectives are seen as a key driver for change in educational practice. Therefore, articulating and examining such tensions in our data gives an opportunity to simulate the possibility of change in our analysis and, hence, develop insights which can inform change beyond local settings. Important here is that the differences examined are bound together by an analytically productive similarity. Through multiple research examples, the chapter identifies and illustrates a range of ways of articulating productive analytical similarities for comparison in our data: through theory/literature, through forward and backwards processing of data itself and through a process termed ‘weaving’.