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The Supreme Court's recent cross burning case – Virginia v. Black (2003) – saw dueling historical narratives. Justice O’Connor, writing for the majority, painted a history in which the Klan often burned crosses to intimidate, but also did so for other, “expressive” reasons. Justice Thomas, in dissent, related a history in which the burning cross never speaks. Interestingly, O’Connor and Thomas used many of the same historical sources. How did they reach such different results? While both O’Connor and Thomas interpreted (and stretched) the historical sources in different directions, their dispute ultimately turned on their diverging doctrinal views.

Over the past eight years, the MELVYL catalog has become one of the largest public access catalogs in the world, and now plays a central role in providing access to the library resources of the University of California. Currently, under heavy load, the MELVYL catalog supports many hundreds of simultaneous terminal connections, servicing over a quarter of a million queries a week and displaying more than two million records a week to its user community. This article discusses the history of the network that has supported the MELVYL catalog from the early days of its prototype to the present. It also describes both the current technical and policy issues that must be addressed as the network moves into the 1990s, and the roles that the network is coming to play in integrating local automation, the union catalog, access to resource databases, and other initiatives. Sidebars discuss the TCP/IP protocol suite, internet protocol gateways, and Telenet and related inter‐operability problems.

The mythological ‘Daily Me’. At the recent NetMedia 97 conference at City University I watched a presentation by Steve Yelvington, Editor of the Star Tribune Online in Minneapolis. He was describing the development of an intelligent agent system called MOM (My Own Matrix) that the Star Tribune is developing to serve the needs of its readers.

This note presents new archival evidence about John Maynard Keynes’ attitudes toward Jews. The relevant material is composed of two letters sent by Robert G. Wertheimer to Bertrand Russell and Richard F. Kahn along with their replies. Between 1963 and 1964, Wertheimer – an Austrian-born Jewish immigrant then professor of economics at Babson College – wrote to Russell and Kahn asking for their personal reminiscences concerning Keynes’ anti-Semitic utterances. In their brief but still significant responses, both Russell and Kahn firmly denied any hint of anti-Semitism in Keynes, thereby providing significant first-hand testimonies from two of his closest acquaintances.

Although studies have improved understanding of the relation between external career mentoring and mentor work outcomes, an important question remains regarding whether this mentoring function influences mentor turnover intentions. The purpose of this paper is to investigate the impact of career mentoring outside the workplace on mentor turnover intentions.

Data were collected from 101 working business professionals in the southeastern USA at two points in time who provided career mentoring to business student protégés in an eight-month university sponsored mentoring program.

As hypothesized, moderated mediation analysis indicated that amount of external career mentoring negatively related to mentor turnover intentions and that the indirect effect of external career mentoring on mentor turnover intentions via mentor work engagement was stronger when both mentor protégé satisfaction and meeting frequency were high vs low. A two-way interaction revealed that mentors reporting higher protégé satisfaction had lower turnover intentions when meeting frequency was high vs low.

The findings help clarify the external career mentoring and mentor turnover intentions relation and have valuable theoretical implications for research on the benefits external mentoring can provide mentors. They also have practical implications for using external mentoring to enhance mentor work engagement and reduce mentor turnover intentions.

This paper, which is a structural‐functional attempt to explain a restricted domain of interpersonal perception within the school as an organization, presents some of the author's findings as a clue to one possible effect of the hierarchically contrived authority system of the school on certain of the organizational participants' perceptions of one another. If the findings and theory are valid, they may help to explain one of the explicit ways in which the school may he exploitive of the individual—exploitive in the sense that not all of the individual's interpersonal needs may be equally relevant to the organization's strivings towards goal attainment. The economy necessarily associated with organizational goal attainment and the resulting expediency for an adequate flow of organizational authority may operate to induce a lack of organizational recognition of certain of the individual's vital interpersonal needs. The author proposes his notes toward a theory in an effort to explain how and why people come to perceive certain other people as they do within the context of the school as an organization.