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What hath Harvey wrought? In 1932 Sir Paul Harvey edited the first version of this “useful companion to ordinary everyday readers of English literature” (Harvey 1932, p.v). Harvey provided a guide to writers, some of their writings, some allusions, places, and some other information pertinent to an informed appreciation of English literature. Because of the nature of the work—the one‐volume companion—Harvey made the decision to eschew “Completeness in a moderate compass, and the equipment of a specialist at all points” (ibid.).

Guided by Hobfoll’s (1989) conservation of resources theory, we examined how psychological entitlement moderates the negative relationship between work-family conflict (WFC) and job satisfaction.

Using a sample of 119 accountants from the Midwestern United States, we tested our hypotheses with hierarchical regression analysis.

Results indicate a strong, negative relationship between WFC and job satisfaction for employees low in psychological entitlement, but an insignificant relationship for entitled employees.

The results suggest that some entitlement may be beneficial to employees when coping with WFC. However, organizations should limit WFC in order to foster their least entitled employees’ job satisfaction.

This is the first study that investigates how psychological entitlement affects employees' reactions to WFC. Not only does it contribute to the growing body of research that examines how this individual difference affects workplace functioning, but it suggests there may be some benefits to entitlement, which largely has been disparaged.

Describes the Grace Project, its goals and scope. The aim of Grace is to build distributed group communications tools within an Open Systems Interconnection (OSI) networking environment. Grace provides the foundations for a globally distributed system for cooperative working based on information sharing within activity and organizational domains. Introduces a conceptual model of group communications derived from analysing sample activities. Outlines architecture of Grace and explains the use of existing OSI services. Examines two prototype activities: a Help desk in detail and Computer Conferencing in outline. Discusses the implications of trying to control the access to the above type of tools. Briefly describes the status of group communications standardization.

We review past research on the relationship between attributional perceptions, emotions, and workplace aggression and develop a conceptual model that extends this research in two ways. First, we consider the influence of controllability attributions on the type (otherdirected, self-directed, hostile, non-hostile) and likelihood of aggressive responses to negative workplace outcomes and situations. Second, we consider the extent to which discrete negative emotions might mediate these attribution-aggression relationships. Implications for anticipating and preventing workplace aggression based on this conceptual model are discussed.

Building on a recent study of Weiner's (1985a) attribution–emotion–behavior model, we examine the extent to which negative affective states mediate the relationship between attributions for undesirable outcomes and the ability to justify ethically questionable behaviors. Results of a scenario-based study indicated that causal attributions were associated with affective states and behavioral justification in the general manner predicted. Affective states were not associated with behavior justification, however, indicating that only a direct association between attributions and justification existed. Implications for future research on attributions and emotions are discussed.

To utilize LGBTQ affirmative theory to inform clinical work which affords queer youth with disabilities agency and authorship in their negotiations of sexuality.

The authors use a case study to explore the use of queer affirmative theory and peer consultation to guide and evaluate an ongoing clinical case of a young gay man with cerebral palsy as he negotiates his developing sexuality amid powerful messages from media, pornography, friends, and parental influence.

This paper finds that a queer affirmative therapy model which explores themes of intersectionality, and utilizes nuanced views of sexual identity, sexual behavior, and gender identity are useful to practitioners to encourage agency and authorship for queer disabled people in their negotiations of ability, sexuality, identity, and behavior.

This paper provides an alternative approach to nurturing queer identity by (1) creating refuge for emerging sexualities; (2) allowing for difficult dialogues where ability, sexuality, and gender can be pragmatically discussed, performed, and negotiated; (3) tolerating the discomfort of these difficult dialogues and pushing through to nurturing the unique queerness that evolves out of these conversations; and finally (4) encouraging transformation of all participants including client and practitioners. The practitioners discuss their own transformation through the co-created dialog with each other and with the client.

Given the entitlement and job mobility associated with Generation Y, the purpose of this paper is to investigate the moderating effects of psychological entitlement and tenure on the felt accountability-job satisfaction relationship.

Survey data from a sample of resident assistants were examined using hierarchical moderated regression analysis.

Entitled employees responded to accountability favorably, demonstrating lower job satisfaction than non-entitled employees when accountability was low, but nearly equal levels when accountability was high. All participants reported higher job satisfaction when job tenure was lower, but entitlement-driven satisfaction differences were observed only when accountability was low.

Cross-sectional data warrants longitudinal replication to establish causation and to give insight into how much time must pass before accountability begins to reduce the negative effects of entitlement.

Findings suggest that managerial tactics that increase employees’ felt accountability could reduce the negative impact of psychological entitlement on job attitudes and related outcomes.

Using a unique sample of Generation Y employees, the results provide an indication of how supervisors from earlier generations can improve the workplace attitudes of younger workers.

This chapter presents an investigation of the relationship between psychological entitlement and stress. Empirical and conceptual evidence is considered suggesting that Conservation of Resources (COR) theory may apply differently to employees with a heightened sense of entitlement. Using attribution and COR theory, a conceptual framework is offered predicting that entitlement is positively associated with subjective stress, based on the logic that psychologically entitled employees develop unjustifiably inflated levels of self-evaluative internal coping resources such as self-esteem and self-efficacy that promote unmet expectations. It is also proposed that political skill and the ability to manage perceptions of competency may attenuate this relationship. The chapter concludes with a discussion of the challenges associated with managing psychologically entitled employees.

This study examines influence and motivational tactics for effectively managing entitled employees, a potential connection between generations and levels of entitlement, managerial challenges, and sources and characteristics of entitled employees. The study uses qualitative methods and data from hospitality leaders. Increased legislature and use of technology, the structure of the educational system, and changes in social norms are promoting entitlement in the workplace. Generation Y hospitality employees hold a higher sense of entitlement than past generations and possess that sense of entitlement even before entering the workforce. The most favorable reactions of entitled employees were attributed to the use of exchange and coalition tactics where entitled employees find pride in their employment and management promotes teamwork and accountability.

The purpose of this paper is to present and evaluate an innovative classification system for medieval seals that was created as part of the Seals in Medieval Wales (SiMeW) project, funded by the UK’s Arts and Humanities Research Council (AHRC). The classification system developed in response to the cataloguing challenges associated with rapidly gathering sigillographic information on about 2,500 medieval seals from a number of collections in several UK repositories.

This paper outlines the challenges involved in recording and classifying medieval seals from the British Isles, and describes existing systems for organizing sigillographic information. The SiMeW system is explained as a response to the limitations of existing systems.

Designers of systems for recording seals need to take into account the physical characteristics of seal impressions, matrices, and casts, the strength and limitations of digital media, as well as the need of cataloguers and users.

In recent years scholars have systematically investigated the problems associated with text-based image indexing and retrieval. Nonetheless, medieval seals have been largely overlooked, even though they are common in UK repositories. SiMeW’s system offers cataloguers an example of an approach that they can use in new and existing seal catalogues, to generate metadata that can help make seals, which are a key component of the cultural legacy of the Middle Ages, more accessible to users.