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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.

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.

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’.

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource professionals alike. According to this “Holy Grail” of management research, workers who are happy on the job will have higher job performance, and possibly higher job retention, than those who are less happy. But what is happiness? Most typically, happiness has been measured in the management sciences as jobsatisfaction. This viewpoint is unnecessarily limiting. Building upon alittle remembered body of research from the 1920s, we suggest a twofold, expanded view of this thesis. First, we suggest the consideration of worker happiness as psychological well-being (PWB). Second, incorporating Fredrickson's (1998, 2001) broaden-and-build model ofpositive emotions as the theoretical base, we suggest that the job satisfaction to job performance and job satisfaction to employee retentionrelationships may be better explained by controlling for the moderating effect of PWB. Future research directions for human resource professionals are introduced.