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The purpose of this article is to document the acquisition and processing of an important landscape architecture archive, the J.B. Jackson Collection, and making it available for scholars and researchers.

The first part of the article describes the importance of Jackson's contribution to landscape architecture and his professional legacy. This legacy consisted in a large collection of slides, scattered among various individuals and institutions. The authors then address how the various parts of the collection were identified, acquired, digitized and brought to the University of New Mexico (UNM). Metadata creation and issues of copyright are also discussed.

The paper finds that it requires considerable professional effort and networking to take a working collection and transform it into an archive that has intellectual cogency.

UNM's effort to acquire, preserve and make this collection widely available will inspire future scholars and spark new ways of looking at landscape.

The extensive restoration needed for the Jackson slides warranted a vendor with museum experience, in this instance, Two Cat Digital. Metadata creation requires training qualified personnel. Copyright limitations dictate how the slides display.

J.B. Jackson defined the vernacular landscape. This project made his distinctive and important collection available to the research community. The paper also discussed the process of taking a working collection and turning it into a bona fide research tool.

Recent educational initiatives by the Obama Administration have highlighted the need for more racial and ethnic diversity in Science, Technology, Engineering, and Mathematics (STEM) fields (The White House, 2011). While African Americans are underrepresented in faculty positions nationally, accounting for only 5.2% of all academic faculty across all disciplines (Harvey, W. B., & Anderson, E. L. (2005). Minorities in higher education: Twenty-first annual status report. Washington, DC: American Council on Education), the underrepresentation of African Americans in STEM fields such as computing science is even more severe. According to a recent Computing Research Association (CRA) Taulbee Survey, African Americans represent just 1.3% of all computing sciences faculty (CRA, 2006).

This paper examines the benefits of one program that specifically seeks to fulfill the Obama Administration’s initiatives by addressing this disparity in higher education.

The program helps prepare doctoral students for the academic job search process in an effort to increase the ranks of African American faculty in computing sciences.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

Our theoretical understanding of subjective well-being in the workplace is incomplete without a dynamic understanding of antecedents and outcomes of subjective well-being. While between-person differences provide useful information about employee outcomes, these differences do not provide information about the relationships between subjective well-being and employee outcomes that evolve over time and across situations. In this paper, we discuss specific statistical methods within the nomothetic and idiographic perspectives that can support dynamic research on subjective well-being in the workplace and outline unanswered contemporary questions regarding structure, processes, and dynamics of subjective well-being that may be addressed with these methods reviewed; some of which were proposed in early research but progressed slowly due to a lack of adequate methods. This discussion highlights how idiographic methods from outside organizational psychology can be applied to the study of worker subjective well-being to strengthen this dynamic approach in a way that addresses limitations associated with reliance on between-person models.

This chapter seeks to illuminate the interconnectedness of procedural justice, use of force, and occupational culture in relation to police legitimacy.

The authors review the existing literature and offer an integrated methodological approach that would better assist researchers in their quest to enhance police legitimacy.

Using a systematic design that assesses police legitimacy from a variety of sources has the potential to help answer critical questions with regard to improving police practice.

This is a novel study approach, which has yet to be implemented but which may offer great insight with respect to improving police legitimacy.

Actual debates around the Swiss police see a decrease in respect and an increase in attacks toward police officers. Such non-respect can be seen as a lack of feelings of obligation to obey the police. Instead of asking whether such a proclaimed increase in disrespect is indeed happening in Switzerland, this chapter analyzes aspects of legitimacy. It builds on the question whether the population sees the Swiss police as a legitimate force.

Swiss police’s legitimacy will be elaborated in two parts. After giving an overview about current debates, known theoretical aspects of legitimacy will be outlined. These aspects build the ground for empirical analyses that follow. Results are based on data of the European Social Survey ESS5.

The Swiss population sees the police as a legitimate force. The majority morally align with the police, they feel an obligation to obey their directives, and they ascribe legality to their actions. Furthermore, also procedural fairness is highly ascribed to the Swiss police. Finally, age correlates only with certain aspects of legitimacy. While moral alignment increases with age, as well as positive views about police’s procedural fairness, no effects were found for feelings of obligation to obey. However, elderly people more often see a political influence on police’s decisions and actions.

While in Anglo-Saxon countries research on legitimacy of the police is broad, no analyses are known for Switzerland so far. Moreover, topics around the Swiss police are often emotionally debated in media, with a lack of empirical evidence. This chapter contributes to close this gap. It gives an insight on the population’s perception of the Swiss police and offers an important scientific foundation for actual debates.

This paper investigates how individuals determine their tax morale levels and tax compliance decisions. Using a questionnaire survey and a multivariate tests procedure, the paper revealed that tax evasion is morally acceptable in Jordan under some circumstances, indeed there could be an affirmative duty to evade taxes since the government is perceived to be highly corrupted. The findings also show that while the extent of the governmental corruption has a positive (negative) effect on tax non-compliance (tax morale), the efficient expenditure of governmental tax revenues has a negative (positive) impact on tax non-compliance (tax morale). The individuals’ tax non-compliance decisions are likewise positively affected by the tax rates and by the taxation system’s being perceived as unjust, but decline with the increase of audit rates and the subsequent penalty rates. The degree and effectiveness of these determinants are dependent on the individual’s level of risk aversion, financial constraints and the surrounding referent groups. The results also confirm that individual factors play a significant role in determining the level of tax morale. Overall, the tax morale level and the compliance decision of an individual are greatly influenced by gender, age, educational level, occupational status and religious background.

A.P.V.‐Paramount Ltd., Wandsworth Park, S.W. 18, announce that Mr J. F. B. Jackson, B.Sc, A.R.I.C., F.I.M., has joined their Board as director in charge of their new foundries producing castings in special steels and non‐ferrous alloys, that were opened at Crawley, Sussex, early last year. Mr Jackson has relinquished his position as Director of the British Steel Castings Research Association.

Personality research often has focused on how people change in response to the work environment, given that work constitutes a significant portion of the daily life of adults. However, most research has failed to consider the effect of the work context on purpose in life. This omission is surprising given that purpose research involves several characteristics that align well with the occupational psychology and organizational behavior literatures. The current research considers how one feature of the work context, work stress, may (or may not) facilitate the purpose development process. We put forth a Purpose and Work Stress (PAWS) model which explains why understanding whether work stress is perceived as harmful or challenging to employees can provide significant insight into whether that occupation is aligned with the individual’s purpose in life. Furthermore, the model highlights that the ability to monitor and interpret work stress may help an individual identify and cultivate their purpose. Implications of the PAWS model are described, including how it may help us understanding the roles for retirement and job crafting on purpose.