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This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

Amid widespread social and cultural shifts and advocacy toward lesbian, gay, bisexual, and transgender (LGBT) rights remain a hidden population of homeless adolescents who are cast out from families and communities because of their sexual and gender orientation. The result is an over-representation of LGBT adolescents among the homeless in the United States. The purpose of this paper is to provide a review of literature and research which explores the status and needs of LGBT homeless adolescents in the United States.

To understand the experiences of LGBT adolescents leading up to and during homelessness, I provide a thematic and critical review of four decades of research to connect our understanding of the LGBT homeless experience with institutional and collective efforts that work to promote their well-being.

Bringing together this body of literature, I explore four interrelated questions. First, has the rate of homelessness increased for LGBT adolescents in recent decades? Second, what is the experience of LGBT adolescents who become homeless? Third, what role does advocacy and support play in ameliorating the difficulties these young people face? Finally, what role can future research and policy play in shaping the well-being of LGBT adolescents who become homeless?

Understanding the experience of homeless LGBT adolescents and the collective advocacy efforts designed to promote their well-being offers insight into the intersection of symbolic, inter-personal, and institutional forces which shape their trajectories.

This paper comprises a theoretical study of factors influencing the utility of organisational downsizing. Companies downsize in order to adapt to lower demand or as a means to improving efficiency, i e to improve their performance/cost ratio. With perfect information and no legal or ethical restrictions, management would remove employees with the lowest utility. This information is normally lacking and downsizing is instead based on a headcount or on total salary cost reduction. The efficiency of such measures will then be a function of the correlation between salary and utility. Different downsizing outcomes are calculated on the basis of different assumptions; some of these outcomes increase efficiency while others would probably lead to continued decline. Many companies are subject to legal restrictions such as Last In First Out tenure requirements. This leads on to an analysis of relationships among utility, salary and period of employment. Break‐even analyses are computed showing on what terms it would be worthwhilefor management to offer longterm employees early retirement.

Recently, there has been an increase in the number and type of studies in the organizational sciences that examine curvilinear relationships. These studies are important because some relationships have context-specific inflection points that alter their magnitude and/or direction. Although some scholars have utilized basic techniques to make meta-analytic inferences about curvilinear effects with the limited information available about them, there is still a tremendous opportunity to advance our knowledge by utilizing rigorous techniques to meta-analytically examine curvilinear effects. In a recent study, we used a novel meta-analytic approach in an effort to comprehensively examine curvilinear relationships between destructive leadership and followers' workplace outcomes. The purpose of this chapter is to provide an actionable guide for conducting curvilinear meta-analyses by describing the meta-analytic techniques we used in our recent study. Our contributions include a detailed guide for conducting curvilinear meta-analyses, the useful context we provide to facilitate its implementation, and our identification of opportunities for scholars to leverage our technique in future studies to generate nuanced knowledge that can advance their fields.

The purpose of this paper is to identify and annotate resources related to Hunter S. Thompson and Gonzo Journalism.

Numerous searches are performed in online library catalogs, online databases, and web search engines to identify monographs, journal articles, multimedia titles, and web sites relevant to the topic. Resources located in the searches are then reviewed and annotated by the author and selected for inclusion in the paper based on their relative quality.

A great deal of popular work has been devoted to Thompson and Gonzo Journalism, but also a surprising amount of scholarly analysis. Most primary source material is now available in monographic form, and critical literature is fairly evenly distributed between journal articles and monographs. Search results for Thompson and Gonzo Journalism are often complicated by a number of factors, but these can be compensated for by using search limiters.

Because of the sheer volume of work, scholarly and popular, devoted to Thompson and Gonzo Journalism, it is not possible to provide a comprehensive evaluation of all of the materials on the topic. While every attempt is made to be inclusive, the goal of the guide was to include the best sources on the topic, and some resources are reviewed but not included because of quality issues. A number of un‐annotated bibliographies are referenced that would be helpful in directing readers to additional resources not included here.

Although there are bibliographies of Thompson's work, none are annotated or prepared with academic researchers in mind. In addition, none of the bibliographies located in the course of researching the paper attempted to identify academic journal literature related to Thompson or Gonzo Journalism.

Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess employees’ work-related psychological constructs (e.g., processes, states, and attributes). However, this method is associated with significant shortcomings, including the introduction of self-serving bias and common method variance when used exclusively. In this chapter, the authors challenge the assumption that individuals themselves are the only accurate source of the self-focused information collected in HRM research. Instead, the authors propose that other-ratings – ratings of a target individual that are provided by a workplace observer, such as a coworker, supervisor, or subordinate – can accurately assess commonly measured work-related psychological constructs. The authors begin by explaining the advantages of other-ratings for HRM research and practice, reviewing the history of other-ratings and how they emerged in the personality and person-perception literature, and outlining how they have been used in HRM research to date. Then, the authors build upon Funder’s (1995) realistic accuracy model to develop a theoretical argument detailing why workplace others should be able to accurately judge how another employee thinks and feels about work. Next, the authors highlight existing evidence in the literature on the accuracy of other-ratings and present the results of a preliminary meta-analysis on the ability of other-ratings to predict self-ratings of work-related psychological constructs. Finally, the authors discuss potential moderators of other-rating accuracy and reflect on a number of practical considerations for researchers looking to use other-ratings in their own work. The authors intend for this chapter to meaningfully contribute to the larger conversation on HRM research methods. Other-ratings are a simple, yet powerful, addition to the methodological toolkit of HRM researchers that can increase flexibility in research design and improve the overall quality of research.