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The purpose of this paper is to create a longitudinal data-driven model of change over time in a postindustrial landscape, using the “Copper Country” of Michigan’s Upper Peninsula as a case study. The models resulting from this project will support the heritage management and public education goals of the contemporary communities and Keweenaw National Historical Park that administer this nationally significant mining region through accessible, engaging, and interpretable digital heritage.

The paper applies Esri’s CityEngine procedural modeling software to an existing historical big data set. The Copper Country Historical Spatial Data Infrastructure, previously created by the HESA lab, contains over 120,000 spatiotemporally specific building footprints and other built environment variables. This project constructed a pair of 3D digital landscapes comparing the built environments of 1917 and 1949, reflecting the formal and functional evolution of several of the most important copper mining, milling, and smelting districts of Michigan’s Keweenaw Peninsula.

This research discovered that CityEngine, while intended for rapid 3D modeling of the contemporary urban landscape, was sufficiently robust and flexible to be applied to modeling serial historic industrial landscapes. While this novel application required some additional coding and finish work, by harnessing this software to existing big data sets, 48,000 individual buildings were rapidly visualized using several key variables.

This paper presents a new and useful application of an existing 3D modeling software, helping to further illuminate and inform the management and conservation of the rich heritage of this still-evolving postindustrial landscape.

Purpose: The purpose of this study is to assess the effect of social isolation of minors with a parent or grandparent suffering from amyotrophic lateral sclerosis (ALS) and to determine whether the psychological support offered by an Italian no-profit association helped them to manage stress.

Methodology: This study followed a qualitative research design. The participants responded to in-depth interviews that were processed with inductive thematic analysis.

Findings: Five themes emerged: feedback on the psychological intervention; learning and changes after the intervention; discourses on illness and death in the family; experiences and difficulties during the lockdown and suggestions for other peers who might face the same situation.

Social Implications: Psychological support is necessary for these minors, and it helped them to manage both the stress of living with ALS and the limitations of social relationships during the pandemic. It showed the importance of authentic and honest communication about illness and death that allowed minors to manage anxiety and fear. Positive reinterpretation of these experiences by transforming them into opportunities was also revealed.

Originality: Studies on families with ALS patients are numerous, but studies on children of these patients are still rare, and no study has investigated the impact of the COVID-19 pandemic on these children. This research investigated a topic that has not been covered previously and it also provided the opportunity to know how these children, preadolescents and adolescents living in an already complex environment, have experienced lockdown and restrictions. The study also enriched the literature on this important issue.

Based on self-consistency theory and conservation of resource theory, this study aims to discuss the impact of career calling congruence on employees’ innovation performance (IP) and analyzes the mediating effect of work passion [harmonious passion (HP) and obsessive passion (OP)].

To avoid serious common method biases, data in this paper were collected at three-wave. This paper investigated 381 employees to assess their career calling in time 1, measured their work passion in time 2 and assessed the IP of these employees in time 3. This paper also conducts confirmatory factor analysis, polynomial regression, response surface analysis, bootstrapping test and simple slope test to verify the research hypothesis in this paper.

In the career calling congruence case, employees’ HP, OP and IP are higher when both levels of serving oneself career calling and helping others career calling are high than when both are low; In the career calling incongruence case, employees’ HP, OP and IP are higher in the “low serving oneself and high helping others” case than in the “high serving oneself and low helping others” case; The more congruent the “serving oneself” and “helping others” career calling are, the higher the employees’ HP, OP and IP will be; and HP and OP mediate the relationship between career calling congruence and IP.

This study further clarifies the structure of career calling and find the positive effects of career calling on IP. The results present a deeper understanding of career calling and are universal applicable to the eastern culture context.

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.

In this second decade of the 21st century, Hispanic women in academia continue to lag behind their White counterparts; namely, U.S. Department of Education 2003 data revealed that 1.8% Hispanic women occupied administrative or executive posts at doctoral research universities in comparison with 3.7% of White women (Evans & Chun, 2007). Undoubtedly, Hispanic women administrators in higher education represent the faces of gender and ethnicity and, above all, they are instrumental in facilitating career paths for present and future generations of Hispanic students. Toward this end, this review of literature will provide a framework for the discussion of women's leadership practices and administrative roles, in relation to a number of salient factors, which include Hispanics as a group and prevailing ideologies surrounding this ethnic group; differences among the various Hispanic groups including trajectory and language; self-efficacy as a construct and its relationship to ethnicity and culture; women and the hidden curriculum phenomenon; Discourse theory and sociocultural mechanisms.

This paper aims to explore firm-community level trust in rural Africa through the lens of oil companies’ corporate social responsibilities (CSR).

This paper is grounded on a case study of local communities and other stakeholders in a Nigerian community exploring the underlying triggers of distrust and trust between oil companies and rural communities through the lens of CSR.

This exploratory study found the presence of high-level firm-community expectation differentials, pointing to considerable mistrust between local communities and oil companies’ CSR initiatives.

The local communities tend to feel oil companies attempt to secure social licence to operate by engaging in CSR initiatives but not to genuinely improve their welfare. There is, therefore, a superficial effort or incentive for oil companies to engage in CSR initiatives in rural Africa.

The paper highlights the notion that building a community-driven CSR requires a partnership in which local communities share legitimacy with government agencies and oil companies in influencing CSR initiatives. This represents the most effective way of enhancing firm-community level trust and social legitimacy in rural Africa.

Covers how Dominic Farace, the GreyNet director, first became involved in the grey literature scene, and explains how and why the Grey Literature Network Service has developed. Discusses the future prospects of GreyNet and grey literature. Highlights many of the issues concerning the GreyNet movement and looks at Farace’s inspiration for his career therein.

Sayings like “Do what you love, and you’ll never work a day in your life” epitomize Western society’s emphasis on both the importance and assumed positive nature of passion for work. Although research has linked passion and increased well-being, growing anecdotal evidence suggests the potential for negative individual outcomes of work passion, including decreased well-being and increased stress and burnout. In the present chapter, the authors integrate the Dualistic Model of Passion (which consists of harmonious and obsessive passion), identity theory, and identity threat to describe the paradox of passion, in which individuals overidentify with the target of their passion (i.e., work), resulting in the “too much of a good thing” effect driven by excess passion of either type. The authors thus provide a novel theoretical lens through which to examine the different reactions that individuals may enact in response to threats to passion-related identities, including how these responses might differentially impact well-being, stress, and burnout. The authors conclude by offering future directions for research on the paradox of passion.