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School violence can cause or exacerbate individual and collective trauma. Trauma-informed school approaches offer schools and educators guidance for how to respond. In this chapter, we provide an overview of trauma-informed school approaches and their contributions to healing individual and collective trauma. We begin this chapter by addressing the complex intersection of disability and trauma, and the unique implications of school-based violence for students with disabilities and their teachers. We then define trauma-informed care, describe current short- and long-term trauma-informed school approaches, and explain the aims of these approaches at individual and collective levels. Next, we locate trauma-informed responses to school violence in a context of systemic trauma and share considerations for disrupting the systemic conditions that perpetuate trauma and school violence. We discuss critiques of the trauma-informed care movement and conclude with recommendations for scholars pursuing research in this area.

We show political divisions in perceptions of police officers even before the divisive political and social events of 2016. We do so using respondents' interpretations of surprising and ambiguous headlines involving police officers (e.g., assumptions about what happened or who was involved).

We use affect control theory's ABO event structure and derivations of this structure to construct a set of headlines that describe ostensibly good people (A) doing bad things (B) to other good people (O) or are ambiguous on one or more of these components. We present 517 MTurk respondents with a set of seven headlines and collect quantitative and qualitative data on their reactions to, and interpretations of, these headline events.

Police headlines generate interest among readers. When interpreting events, respondents are less likely to modify or redefine police officers compared to other actors. However, assumptions related to ambiguous events involving police differ by political orientation. Liberals view police more negatively than conservatives, in part because they imagine them doing worse things to slightly better people. Qualitative analyses support and shed light on the mechanisms underlying this and other partisan effects.

The research was designed to examine interest in headline structure, not specific actors. Thus, the patterns unique to police and political differences were not an original focus. We believe these inductive results are informative, but a study expressly designed to test hypotheses regarding perceptions of events with police officers is recommended for future work.

Understanding the political divide in perceptions of police and the potential of media coverage for exacerbating these effects is essential and related to ACTs growing interest in meaning divergence.

The purpose of the current study is to explain best practices for attempting humor in the workplace. Research on humor in the workplace has emphasized the use of leader humor but has neglected to provide guidance on how to successfully use humor. This is an important gap because unsuccessful humor attempts are associated with lowered status and disruptive behavior.

This paper summarizes three types of humor theories (i.e. cognitive, social and contextual) and derives principles from these theories that can be applied to improve humor success. Then, the authors apply the understanding of humor to workplace applications, providing suggestions for future empirical research inferred from the humor theories.

Humor attempts are most likely to land (i.e. invoke mirth) when they include a benign violation of mental schemas, societal norms or other expectations or when humor evokes shared feelings of benign superiority in the audience. Humor is less effective in goal-directed situations. Mirth is expected to increase group cohesion, leader trust and organizational identification and mitigate the effects of job stressors. Finally, employee learning and development activities (e.g. onboarding, training) seem like a good place to use humor to facilitate cognitive flexibility.

These suggestions from across psychological disciplines are synthesized to inform best practices for leader humor.

The purpose of this paper is to determine whether the way competitiveness is measured matters, as well as to analyze the relationship between tax burden and economic competitiveness using a variety of model specifications.

This paper uses statistical models aimed at finding the relationship between taxes and different measures of economic competitiveness, such as gross domestic product per capita, employment and a third-party competitiveness index. Other variables are also considered, and statistical procedures such as lag specifications and “white period” errors are used to address problems of endogeneity and serial correlation.

The models find no robust relationship between taxes and competitiveness. Certain models find correlations between the tax burden of specific income groups with economic competitiveness, but these vary in direction and are difficult to interpret. This follows past research, which shows different results depending on the period analyzed, measure of competitiveness and other variables used.

This paper looks at many of the different measures of competitiveness, control variables and periods that are used in the previous literature and shows how any changes to these model specifications cause inconsistent results. This paper highlights that, because results can vary greatly depending on the model, researchers and policymakers must be careful when drawing any conclusions from relationships between taxes and economic competitiveness.

Most research has investigated the fear of missing out (FOMO) in the context of online activities, often associated with negative personal outcomes such as fatigue and stress. However, given the increased desire to be informed and included associated with FOMO, organizations that can effectively meet these needs may develop or strengthen social and structural bonds, thereby turning short-term customers with FOMO into lifelong patrons. This study aims to examine the relationship between FOMO and favorable organizational outcomes as mediated by several constructs associated with the desire for information and inclusion.

This research was conducted within the higher education sector of the service industry. FOMO served as the IV. The mediators represented context-specific aspects of campus involvement and inclusion. Organizational outcomes related to the long-term services relationship served as the DVs. The sample consisted of 435 students recruited from research pools at two southern universities in the USA. Exploratory factor analysis, OLS regression and the Hayes–Macro were used to examine the data.

The results demonstrate that FOMO is positively associated with students’ desires for information and inclusion (informal peer interaction, campus involvement, informal faculty interaction, campus information media use and a preference for in-person course scheduling), which are associated with the desirable university outcomes of satisfaction, connection and alumni donation/activity intentions.

If a university fosters unstructured time spent with faculty and peers, and promotes campus information media involvement, students with higher levels of FOMO are more likely to be satisfied, feel connected to the university and report intentions to donate time and money as alumni.

Prior research on FOMO is generally focused on internet and social media use; this study takes a broader perspective and identifies the effect of FOMO on a desire for information and inclusion within a novel context (a service environment). It also associates FOMO with favorable long-term service relationship outcomes that fortify social and structural bonds.

Mental wellbeing brings in multiple benefits to employees and their organizations like better decision-making capacity, greater productivity, resilience and so on. The purpose of this paper is to examine the relationship of a few antecedents of mental wellbeing like workplace spirituality, mindfulness and self-compassion, using structural equation modeling (SEM).

Using the convenience sampling method, data were collected from 333 employees of various organizations in India and SEM was performed using the R Program to test the hypotheses.

Results suggest that mindfulness and self-compassion influenced the mental wellbeing of employees. It was also observed that workplace spirituality has a significant influence on both mindfulness and self-compassion.

An in-depth review of the literature revealed that no previous studies had examined the complex relationship between workplace spirituality, mindfulness, self-compassion and the mental wellbeing of employees. This research suggests that workplace spirituality, mindfulness and self-compassion are important factors that influence employees' mental wellbeing, and it empirically tests this in a developing country context. The present study enriches the literature studies on mental wellbeing, mindfulness, self-compassion and workplace spirituality by integrating “mindfulness to meaning theory”, “socio-emotional selectivity theory”, and “broaden and build theory”.