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Purpose– This study explored the relationship of measures of career priority and family priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work outcomes and indicators of extra-work outcomes such as affluence and psychological well-being. The paper aims to discuss these issues.Design/methodology/approach– Data were collected from 290 nursing staff, the vast majority female, working in Ontario, Canada, using anonymously completed questionnaires.Findings– Career priority and family priority were significantly and positively correlated in this sample. Nursing staff also rated family priority significantly higher than career priority. Personal demographics were associated with levels of both career priority and family priority such that married nursing staff, nursing staff with children, and nursing staff working part time reported lower levels of career priority, while married nurses and nursing staff having children rated family priority higher. Nursing staff having higher levels of work motivation also rated career priority higher. Career priority was significantly correlated with several work outcomes. Nursing staff indicating a higher career priority were more satisfied and engaged in their jobs. Somewhat surprisingly, family priority was generally unrelated to these work and well-being outcomes.Research limitations/implications– Recent writing on women in organizations has raised the question of can women "have it all", a successful and demanding career and a satisfying home and family life. The findings contribute to this debate.Practical implications– Suggestions for both women and organizations to facilitate career and family facilitation are offered.Social implications– Increasing interest has been shown in women in the workplace, and whether they should "lean in" to advance their careers. The authors suggest that this strategy may be at odds with what women, and men, increasingly want.Originality/value– The paper highlights differences in the antecedents and consequences of career priority and family priority in a predominately female sample bringing work and family issues into the forefront once again.

A FASCINATING DEVELOPMENT WITHIN THE LIBERAL-COMMUNITARIAN DEBATE IS HOW TO DEAL WITH CULTURAL DIVERSITY IN INCREASINGLY HETEROGENEOUS DEMOCRACIES. APPROACHES TO DIVERSITY IN THE FEDERAL RELATIONSHIP OF CANADA TO INDIGENOUS PEOPLES INSUFFICIENTLY ADDRESS HOW COMBINATIONS OF CULTURES HAVE BEEN UNDERWAY IN THE AMERICAS FOR THE PAST 500 YEARS. INSTEAD, THE AUTHOR CONTENDS THAT MESTIZAJE, THE COMBINATION OF CULTURES WHICH HAS ENSUED IN MEXICO AND THE UNITED STATES SOUTHWEST, ARTICULATES A "UNITY IN DIVERSITY" IN WHICH CULTURES TRANSFORM EACH OTHER WITHOUT CULMINATING IN ASSIMILATION. IN VIEW OF HOW "THE BORDER" BETWEEN THE UNITED STATES AND MEXICO EXEMPLIFIES THE GROWING INTERSECTION OF DIVERSE CULTURES FROM THE DEVELOPED AND DEVELOPING WORLD, MESTIZAJE OFFERS THAT THE INTERSECTION OF MULTIPLE CULTURES IN COLLABORATIVE - NOT HEGEMONIC - RELATIONS IS INTRINSIC TO REALIZING DEMOCRATIC CITIZENSHIP.

THE POPULAR REVOLT AND COUP IN ROMANIA IN DECEMBER 1989 WILL FOREVER BE SYNONYMOUS IN WESTERN EYES WITH THE COLLAPSE OF COMMUNISM EUROPE. HOWEVER, CONFLICTING VERSIONS OF EVENTS FROM THE PRINCIPAL ACTORS BEHIND CEAUSESCU'S OVERTHROW MAKE A FULL AND ACCURATE ACCOUNTING OF THE "SECURITATE'S" ROLE IN THE REVOLUTION PROBLEMATIC. THIS ARTICLE EXPLORES ROMANIAN SECURITY AND INTELLIGENCE ORGANIZATIONS, SOVIET TIES TO ROMANIAN SECURITY AND INTELLIGENCE, THE BUILDING PRESSURE SINCE 1982, AND THE RESULTING DECEMBER REVOLT AND COUP. IT ALSO EXAMINES THE ORIGINS OF THE NATIONAL SALVATION FRONT (NSF) AND THE AFTERMATH IN WHICH REMNANTS OF THE "SECURITATE" JOIN THE ARMY AND THE NSF.

PurposeThis paper aims to raise some important questions for cross‐cultural research on occupational stress and well‐being and sets the stage for the five papers in the special issue.Design/methodology/approachThis paper reviews some previous literature on cross‐cultural understanding of occupational stress and well‐being, why such research is difficult to undertake, and summarizes the five original manuscripts that comprise this special issue.FindingsManuscripts in this special issue represent authors from several countries and report data collected from over a dozen countries. Some contributions attempt to replicate previous North American and European research findings in other countries while others undertake comparative studies of two or more countries.Originality/valueIt is important to undertake more cross‐cultural comparative research of the effects of occupational stress and well‐being to determine whether any boundary conditions exist for previous results based in North American and European samples. In addition, future research should include assessments of some national culture values.

PurposeThe purpose of this paper is to review research findings on the effects of a variety of disasters, including the events of 9/11, on the general public and members of organizations.Design/methodology/approachA literature search was undertaken. Three areas were targeted: impact on public attitudes and morale, on organizations and human resource management, and on organizational resilience.FindingsFour conclusions were drawn. First, disasters such as 9/11 have immediate negative effects on emotions and behaviors. Second, with the passage of time these effects dissipate for most people. Third, organizations directly affected by 9/11 immediately stopped functioning. Fourth, fortunately many of these firms bounced back surprisingly quickly.Research limitations/implicationsRelatively little research has been conducted on the effects of 9/11, limiting our understanding of it.Practical implicationsThe people in these resilient firms, those more directly affected by the terrorist attacks, made the difference. Human resource management practices and cultural values already in place were the key factors in bringing about a speedy recovery. These factors can also be developed in other organizations as a precaution.Originality/valueThis paper explores important yet still under‐researched areas of management and organizational responses to terrorism.

PurposeThe purpose of this introduction is to review some of the major issues that arose after 9/11 and set the stage for the articles that follow.Design/methodology/approachA literature review was undertaken using both academic and mass media sources.FindingsThe events of 9/11 have produced potentially positive as well as negative consequences, some anticipated and others unforeseen.Research limitations/implicationsRelatively little research has been conducted on the events following 9/11, making it difficult to arrive at solid conclusions at this time.Practical implicationsThis special issue links the events of 9/11 with the management of organizations, a topic that has received little attention, and hopefully will encourage more scholarship in this area.Originality/valueIt is important to more fully understand why 9/11 happened and what measures need to be taken to reduce the likelihood of future terrorist attacks, as well as improve the resiliency of both citizens and their organizational employers in dealing with the aftermath of such attacks should they occur again.

Purpose– The purpose of this paper is to examine the role of time affluence (TA) and material affluence (MA) in work and extra-work experiences of a sample of professional women working in Russia.Design/methodology/approach– Data were collected form 168 women using anonymously completed questionnaires. Measures included personal demographic and work situation characteristics, work outcomes, indicators of work investment and extra-work outcomes.Findings– TA and MA were significantly and positively correlated (r=0.22), with women indicating similar levels of TA and MA. Women reporting higher levels of MA generally indicated more favorable work outcomes (higher job satisfaction, lower intent to quit). Women reporting lower levels of TA generally indicated higher levels of work investment. However, neither TA nor MA predicted family satisfaction.Research limitations/implications– This study highlights the importance to take steps to increase TA and MA of Russian women to positively influence their work and extra-work experiences.Originality/value– These findings replicate and extend earlier USA, Egyptian and Turkish results to Russia. Unlike previous studies, the authors simultaneously included TA and MA constructs, thus providing important comparisons of their relationships with different outcomes. The authors also respond to the call to study TA and MA in different cultural contexts.

Frontmatter -- Contents -- Contributors -- Introduction -- Chapter 1 Symbolic Interaction Framework -- Chapter 2 Social Exchange Framework -- Chapter 3 Justice Frameworks -- Chapter 4 Identity Theory -- Chapter 5 Social Identity Theory -- Chapter 6 Affect Control Theories of Social Interaction and Self -- Chapter 7 Power, Dependence, and Social Exchange Theory -- Chapter 8 Elementary Theory -- Chapter 9 The Affect Theory of Social Exchange -- Chapter 10 The Theory of Comparison Processes -- Chapter 11 Expectations, Status, and Behavior Theories -- Chapter 12 Status Construction Theory -- Chapter 13 Legitimacy Theory -- Chapter 14 Social Networks Structural Focus Theory -- Index

Cover -- Title -- Copyright -- Contents -- Preface -- Acknowledgments -- Introduction -- 1 Christianity and American Education: Historical Connections -- 2 Religious Sediments in Educational Discourses and Practices -- 3 The Bible: A Blueprint for Contemporary Educational Practices -- 4 The Inherent Religiosity of the Standards Movement -- 5 To Teach as Jesus (Would) -- 6 PedaGod: God as Teacher -- 7 Teaching as Revelation -- Conclusion -- Index

Diversifying the workforce is becoming increasingly important, with gender equality being a central feature of overall equality. Men seem to be part of the problem and a necessary part of the solution. This collection ties these themes together in the context of talent management and organizational effectiveness. -- Talented women continue to have difficulty advancing their careers in organizations wordwide. Organizations and their cultures were created by men, for men and reflect the wider patriarchal society. As a consequence, some women are disadvantaged and face barriers to advancement. Burke and Major present an examination of men, masculinity and gendered organizational cultures to get both a better understanding of why women have made such slow progress and ways in which men can become allies and champions of women, supporting their advancement and workplace equality. -- By taking an unusual approach to the subject of gender equality, this topical book will be a refreshing read for students and academics. It will be of great use to human resource practitioners, managers, policymakers and employers at every level.