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This essay was written in response to the killings of George Floyd, Breonna Taylor and Rayshard Brooks by police in 2020 and the surge of social justice protests they helped to reignite.

This essay uses a metaphor that nearly everyone can understand to help build common understanding around the unique impact of police killings of Black people on other Black people.

This essay uses social psychological theory and our experiences as Black Americans and diversity scholars to illustrate why interracial conversations about police killings of Black people may not proceed as intended.

In the wake of growing social justice protests aimed at combating systemic racism in the US, many individuals and organizations are wrestling with determining how people can talk about race. This is uncharted territory for many, as sociological research shows that racioethnic integration has stalled or even regressed in schools, workplaces and social networks in the US This essay seeks to help readers move toward a common understanding to facilitate more empathetic interracial interactions involving Black people in the aftermath of these traumatic experiences.

Though a number of demographics (e.g. sex, age) have been associated with work overload, scholars have yet to consider the potential impact of immigrant status. This is important because immigrants constitute a significant proportion of the workforce, and evidence suggests many employers believe they are easier to exploit. This paper aims to examine work hours, interpersonal justice, and immigrant status as predictors of work overload.

The hypotheses were tested using a large, national random telephone survey of employees in the United States (n=2,757).

As expected, employees who worked more hours tended to perceive more work overload. Importantly, however, this effect interacted with interpersonal justice differently for immigrant and native‐born employees. Justice attenuated the effect of work hours for the former but seemed to exacerbate it somewhat for the latter. Of note, the interactive effect was more than five times larger for immigrants than for natives.

The study shows that supervisors might require their employees to work longer hours without necessarily being perceived as abusive (i.e. overloading them). Doing so, however, requires treating employees justly in the form of respect, courtesy, and dignity. Though this form of just treatment is important for all employees, its effects are especially pronounced for immigrants.

The relationship between the number of hours worked and perceptions of work overload is examined for immigrant and non‐immigrant workers in the USA.

The aim of this paper is to draw on gender role theory and the stressor‐strain literature to examine sex differences in emotional exhaustion. The paper also investigates a mediating mechanism (i.e. work‐family conflict) and a boundary condition (i.e. ratio between actual and desired work hours, termed overemployment/underemployment) of the sex – emotional exhaustion relationship.

Using a sample of 3,114 respondents, the paper analyzes the hypothesized moderated mediation model using Edwards and Lambert's framework.

The paper found support for the authors' model, suggesting that overemployed women are more likely to experience work‐family conflict and emotional exhaustion than men. However, when individuals work fewer hours than desired, men are more susceptible to emotional exhaustion than women by first experiencing work‐family conflict.

Although support exists for the relationship between work‐family conflict and burnout, stressor/strain models also should include sex and overemployment/underemployment as predictors of emotional exhaustion.

These results suggest organizations can reduce employee work‐family conflict and subsequent emotional exhaustion by adjusting the ratio of currently worked to desired work hours. Additionally, organizations can minimize emotional exhaustion by implementing work‐family balance workplace policies.

To address inconsistencies in studies exploring the sex‐emotional exhaustion relationship, the paper explores a mediating mechanism and boundary condition underlying the relationship between sex and emotional exhaustion. Exploring this relationship is important for organizations and employees, as both benefit by minimizing emotional exhaustion to avoid the physical and psychological consequences with which it is associated.

Unclaimed property is an important part of state government operations, yet very little research has been conducted on the function of returning unclaimed property to owners or the related public administration operation of unclaimed property. The purpose of this paper is to offer an exploratory study of unclaimed property in the USA and the factors that influence management.

The authors use Agency Theory to examine the role of unclaimed property in state government budgeting and operations. The data consisted of a 2011 survey of state unclaimed property agencies, which was utilized for a regression model.

Results showed: type of uniform code used to govern unclaimed property; and presence and size of marketing staff in the agency had a significant relationship with extent of property returned to owners.

This is the first comprehensive study on how state governments manage unclaimed property. This study can provide practitioners, policymakers, and researchers with a better insight into unclaimed property management.

Hersey and Blanchard's situational leadership (SL) model is widely utilised, but it has limited empirical support. This paper aims to investigate the model through content analysis of the transcripts of supervision sessions.

Eight transcripts of successful supervision interviews are subjected to in‐depth content analysis to investigate the validity of aspects of the SL model, principally that successful leadership interactions would vary systematically according to the level of supervisee experience. The supervisees consist of a novice, four training therapists, and three post‐graduate therapist practitioners. Statistical analyses are undertaken to investigate fundamental, predicted differences between the speech behaviours associated with the different developmental levels of these supervisees.

The findings offer only partial support for the model. As predicted, an increased proportion of supervisor speech is observed in the supervision of increasingly less experienced therapists. However, the majority of the more specific speech behaviours associated with supervisee experience level are not in keeping with the model.

These results are consistent with the findings of other evaluations of the SL model. As the present results are based on a novel approach, this increases the plausibility of the claim that SL lacks adequate empirical support. Areas of development and exploration are recommended, and limits associated with the model's utility are highlighted.

EVERYONE today is busily engaged in devising new methods, bringing about economies in motions, and applying incentives, but is enough attention being paid to the maintenance mechanics, from the human aspect, in these applications of work study?

To highlight the gender and diversity in organizations (GDO) division's conference program at the 66th Annual Meeting of the Academy of Management (AoM).

A select group of presentations are summarized based on observation, notes, discussions, and reading of material.

Attempts to advance diversity are being made via a variety of avenues to include research, teaching, and service efforts. Presentations illustrated how important diversity is at the individual, organizational, and societal levels of analysis.

The GDO division of the AoM is making positive strides as it relates to advancing diversity. This report summarizes some of the key contributions made during this conference.

This article was written in response to the #BlackLivesMatter social justice protests that erupted around the world in response to the killings of George Floyd, Breonna Taylor and Ahmaud Arbery in 2020.

This article weaves personal experiences, published research and current events and social issues to build the case that there are many ways that racism kills Black people.

Although antiblack police brutality looms largely in people's minds of how racism kills Black people, less conspicuous ways that racism kills Black people are often overlooked.

In this article, the author highlights: (1) the perennial expectation that Black people cater to other people's needs and desires; (2) performative activism and allyship; (3) assigning Black people the responsibility for fixing racism and (4) thinking education, mentoring or wealth is the panacea for racism as these less conspicuous ways that racism kills Black people.

IT IS a great pity that Training for the Future, the consultative document issued by the Department of Employment on the first of last month, should have been overtaken by other urgent matters that have attracted wider public interest. This has foreshortened the time for general debate before sending comments to the Department by the end of May.

THE Reference Department of Paisley Central Library today occupies the room which was the original Public Library built in 1870 and opened to the public in April 1871. Since that date two extensions to the building have taken place. The first, in 1882, provided a separate room for both Reference and Lending libraries; the second, opened in 1938, provided a new Children's Department. Together with the original cost of the building, these extensions were entirely financed by Sir Peter Coats, James Coats of Auchendrane and Daniel Coats respectively. The people of Paisley indeed owe much to this one family, whose generosity was great. They not only provided the capital required but continued to donate many useful and often extremely valuable works of reference over the many years that followed. In 1975 Paisley Library was incorporated in the new Renfrew District library service.