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The purpose of this paper is to develop a cross-level conceptual model of organizational- and individual-level outcomes of lesbian, gay, bisexual, and transgender (LGBT)-supportive policies for all workers regardless of their sexual orientation.

This is a conceptual paper based on an integration of propositions from perceived organizational support and organizational justice theories.

The model suggests that LGBT-supportive policies should be related to perceptions of organizational support directly and indirectly through diversity climate and perceptions of distributive, procedural, and interactional justice.

The model implies that employees should feel more supported and more fairly treated among firms with LGBT-supportive policies and practices, and that these feelings will be reciprocated.

This is the first paper to develop propositions about the outcomes of LGBT-supportive policies for all workers, and advances the literature by developing a multi-level model of outcomes of these policies.

Most of the research on career development of sexual minorities focuses on lesbians. Gay men, on the other hand, have received little attention in the literature as it is assumed that they face fewer difficulties in career development because they are men. This paper redresses this gap by presenting an analysis of the impact of sexual identity on the career development of gay men, drawing on both a literature review of the literature on sexual identity, gay organizational studies and career development and the results of a recent interview study. In accord with other literature, the study demonstrates that gay men, like other sexual minorities, are confronted with a conflict between personal and career needs, and have to deal with society's expectations and intolerance towards homosexuality. Suggestions are given for research that will lead to a deeper understanding of the career decisions and attitudes of gay men.

To highlight the gender and diversity in organizations (GDO) division's conference program at the 66th Annual Meeting of the Academy of Management (AoM).

A select group of presentations are summarized based on observation, notes, discussions, and reading of material.

Attempts to advance diversity are being made via a variety of avenues to include research, teaching, and service efforts. Presentations illustrated how important diversity is at the individual, organizational, and societal levels of analysis.

The GDO division of the AoM is making positive strides as it relates to advancing diversity. This report summarizes some of the key contributions made during this conference.

This paper provides critical insights into the contextual challenges of researching indigenous people in Vietnam's public sector organisations.

Drawing on a study of indigenous employee voice and inclusion in public sector organisations in three locations in the Central Highlands region, the researcher engages in self and methodological reflections to explain the challenges faced.

This paper identifies and discusses the challenging issues of political sensitivity, data access, availability and consistency of quantitative data, and characteristics of indigenous participants in the context of Vietnam.

This paper benefits directly those who are interested in researching Vietnam's indigenous people in future. Further, it contributes to the global conversation on the challenges of conducting indigenous research, particularly in reaching out to indigenous populations and obtaining reliable data in order to capture indigenous voice and experiences.

There is a dearth of knowledge of indigenous research in non-Western countries where indigenous people are not recognised officially by the government. This paper addresses this knowledge gap by focusing on cultural, political and societal issues of indigenous research from Vietnam.

Develops an original 12‐step management of technology protocol and applies it to 51 applications which range from Du Pont’s failure in Nylon to the Single Online Trade Exchange for Auto Parts procurement by GM, Ford, Daimler‐Chrysler and Renault‐Nissan. Provides many case studies with regards to the adoption of technology and describes seven chief technology officer characteristics. Discusses common errors when companies invest in technology and considers the probabilities of success. Provides 175 questions and answers to reinforce the concepts introduced. States that this substantial journal is aimed primarily at the present and potential chief technology officer to assist their survival and success in national and international markets.

IT is always something of an embarrassment for a West German librarian to address his British colleagues on the problems of public libraries. What is there of interest in a system which in almost every respect is years behind the development of the English libraries? When I begin to think along these lines of the considerable and, indeed, natural role which the library plays in British society (almost a traumatic experience for a German librarian), then the inequalities of the situation become particularly clear. Even though there are many historical and political causes for this state of affairs, it is still impossible for any correspondent to free himself of a certain psychological handicap.