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Over the past decade, the U.S. workforce has become increasingly diverse. In response, scholars and practitioners have sought to uncover ways to leverage this increasing diversity to enhance business performance. To date, research evidence has failed to provide consistent support for the value of diversity to organizational effectiveness. Accordingly, scholars have shifted their attention to diversity management as a means to fully realize the potential benefits of diversity in organizations. The principal aim of this chapter is to review the current wisdom on the study of diversity climate in organizations. Defined as the extent that employees view an organization as utilizing fair personnel practices and socially integrating all personnel into the work environment, diversity climate has been proposed as a catalyst for unlocking the full value of diversity in organizations. During our review, we discuss the existent individual- and aggregate-level research, describe the theoretical foundations of such work, summarize the key research findings and themes gleaned from work in each domain, and note the limitations of diversity climate research. Finally, we highlight the domains of uncertainty regarding diversity climate research, and offer recommendations for future work that can enhance knowledge of diversity climate effects on organizational outcomes.

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.

This paper examines the growth of private corporate influence in American higher education. A key question is corporate philanthropy and privatization at what cost? The terms often used in these discussions are commodification of the academy, privatization of a public good, or the increasing corporatization of higher education. Today, American universities are responding to the demands of the marketplace, as knowledge is being used as a form of venture capital and where professors have become academic entrepreneurs and students have become consumers. The foregoing is made more complex as an increasingly diverse student pool seeks access to postsecondary education, in the face of federal policies that serve to restrict access and financial support. A discussion of the collateral costs of our corporate culture as we face challenges to access, equity, and opportunity in America in the twenty-first century concludes this paper.

University rankings and metrics have become an increasingly prominent basis of student decisions, generalized university reputation, and the resources university’s attract. We review the history of metrics in higher education and scholarship about the influence of ranking on the position and strategic behavior of universities and students. Most quantitative analyses on this topic estimate the influence of change in university rank on performance. These studies consistently identify a small, short-lived influence of rank shift on selectivity (e.g., one rank position corresponds to ≤1% more student applicants), comparable to ranking effects documented in other domains. This understates the larger system-level impact of metrification on universities, students, and the professions that surround them. We explore one system-level transformation likely influenced by the rise of rankings. Recent years have witnessed the rise of enrollment management and independent educational consultation. We illustrate a plausible pathway from ranking to this transformation: In an effort to improve rankings, universities solicit more applications from students to reduce their acceptance rate. Lower acceptance rates lead to more uncertainty for students about acceptance, leading them to apply to more schools, which decreases the probability that accepted students will attend. This leads to greater uncertainty about enrollment for students and universities and generates demand for new services to manage it. Because these and other system-level transformations are not as cleanly measured as rank position and performance, they have not received the same treatment or modeling attention in higher education scholarship, despite their importance for understanding and influencing education policy.