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Purpose – This chapter problematizes the concept of the “American Dream” – important for Messner and Rosenfeld’s Intuitional Anomie Theory (IAT).

Design/methodology/approach – The author uses work from political science, specifically Adcock and Collier in conversation with Gerring to consider if the American Dream concept is “good.” The author continues by contending that the work on the state, its power and reach, can assist with the reconceptualization of IAT and the American Dream concept theoretically and methodologically.

Findings – The author finds that the American Dream concept, while not completely inadequate, significantly departs from Adams’ original definition in The Epic of America while also being associated with mixed findings as it relates to race and the likelihood of violence. The author concludes that through critical work (e.g., Moten’s “The Case for Blackness” and Ahmed’s “Phenomenology of Whiteness”) that in order to better develop this basis of desire in the American Dream concept there is a need to integrate a growing body of work that critically engages with the legacy of racial violence and racialized social conditioning. The author concludes that by studying the ontology/phenomenon of race, understandings of cultural desire may be understood in order to inform IAT.

Originality/value – This chapter provides a framework for evaluating concepts with interdisciplinary conversations with political science. The author’s findings also add to a body of work that, through cross-disciplinary conversations, work to tease out the socio-ecological and historical conditions that influence the interaction of structure and culture that lead to anomie and ultimately deviance.

Taxonomies (e.g., classification schemes) are valuable in that they clarify and create conceptual and theoretical frameworks to integrate a large variety of research (Brinkmann, 2002; Crié, 2003). In addition, taxonomies draw attention to the importance of a subject and provide a framework for organizing what we know and what we have yet to explore (Berenbaum, Raghavan, Le, Vernon, & Gomez, 2003). This article develops a taxonomy to explore the ethical considerations of advertising professionals. A netnographic study was conducted and the results are presented. A taxonomy is developed in which advertising practitioner concerns are classified into four categories: (1) societal impact, (2) industry norms and rules, (3) my ethical dilemmas, (4) others’ behavior, and (5) industry responses. This research supports and extends previous academic research into advertising ethics.

This chapter presents a brief history of the James Partridge Award from its founding in 1997 to the present day.

The history of the James Partridge Award is told as a narrative account. Both authors were personally involved in the founding and early development of the award.

The James Partridge Award has celebrated the accomplishments of African American information professionals since the first award was presented in 1998. The award is an important part of the Conference on Inclusion and Diversity in Library and Information Science.

This research contributes to understanding emotional and political challenges experienced by middle managers as they work with contradictions inherent in leading change from the middle. Focus group data from 27 such middle managers based in the UK indicate that, once they have been assigned roles and tasks for leading change, underlying dynamics and processes influence the degree to which they become capable (or unable) to shape and navigate that change. A proposed conceptual framework, illustrated by a case vignette, provides a base of existing knowledge for understanding and explaining these dynamics. We also construct a model of the key tensions that are integral to middle managers leading change. A further contribution to practice involves elaborating the importance of collaborative effort across hierarchical and vertical boundaries, despite emotional and political tensions that undermine middle managers’ roles as change agents.

Religious institutions can affect organizational practices when employees bring their religious commitments and practices into the workplace. But those religious commitments function in the midst of other organizational factors that influence the working out of employees’ religious commitments. This process can generate varying outcomes in organizational contexts, ranging from a heightened effect of religious commitment on employee behavior to a negligible or nonexistent influence of religion on employee behavior. Relying on social identity theory and schematic social cognition as unifying frameworks for the study of religious behavior, we develop a theoretically informed approach to understanding how and why the religious beliefs, commitments and practices employees bring to work have varying behavioral impacts.