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The self‐interest and relational models of organizational justice were tested to explain the relationship between benefit plan type and organizational justice. Benefit plan types considered were flexible and traditional plans. In support of the self‐interest model employees in flexible benefit plans had significantly higher perceptions of procedural justice than employees in traditional benefit plans. There were no significant differences in perceptions of distributive justice between the plan types.

By engaging in critical literacy, participants theorized Blackness and antiblackness. The purpose of this study was to have participants theorize Blackness and antiblackness through their engagements with critical literacy.

The authors used a youth-centered and informed Black critical-race grounded methodology.

Participants’ unique and varied revelations of Blackness as Vitality, Blackness as Cognizance and Blackness as Expansive Community, served to withstand, confront and transcend encounters with antiblackness in English curricula.

This paper provides a model for how to engage Black youth as a means to disrupt anti-Black English education spaces.

This study provides a foundation for future research efforts of Black English outer spaces as they relate to English education. Findings in this study may also inform existing English educator practices.

This study theorized both the role and the flexible nature of Black English outer spaces. It defined the multi-ethnic nature of Blackness. It proposed that affirmations of Blackness sharpened participants’ critical literacies in Black English outer spaces as a transformative intervention to anti-Black English education spaces.

This paper aims to examine factors influencing the productivity in research and publication between science and social science.

A qualitative approach with interviews for 40 academics in four public universities in Indonesia was applied to get an in-depth understanding of the issues.

The results of this study demonstrated that individual factors instead of institutional factors that contributed to the productivity of academics in science as compared to academics in social science.

Despite there were influential effects of institutions in which the socializing process of internalizing the values, norms and scientific roles under the auspice of qualified supervisors or advisors, there seemed to be an individual capacity that comes in between. The implications of this study are discussed in the article.

Anthropology was a late‐comer to the Caribbean and only after World War II did the study of Caribbean culture and societies become less exceptional. Early in this century when anthropology was first making itself over as an ethnographic science, anthropologists concentrated on tribal peoples. For most of the post‐Columbian era, the Caribbean region, with a few minor exceptions, was without indigenous tribal societies. Even after anthropology turned its attention to the study of peasantries, Caribbean peasantries were ignored in favor of more stable and tradition‐oriented peasant societies in other parts of Latin America. When anthropologists began to study Caribbean peoples in a more serious and systematic fashion, they found that they had to develop new concepts to explain the variation, flexibility, and heterogeneity that characterized regional culture. These concepts have had a significant impact on social and cultural theory and on the broader contemporary dialogue about cultural diversity and multiculturalism.

In the equatorial Pacific, rainfall is affected by global climate phenomena, such as El Niño Southern Oscillation (ENSO). However, current publicly available methodologies for valuing weather derivatives do not account for the influence of ENSO. The purpose of this paper is to develop a complete framework suitable for valuing rainfall derivatives in the equatorial Pacific.

In this paper, we implement a Markov chain for the occurrence of rain and a gamma model for the conditional quantities using vector generalized linear models (VGLM). The ENSO forecast probabilities reported by the International Research Institute for Climate and Society (IRI) are included as independent variables using different alternatives. We then employ the Esscher transform to price rainfall derivatives.

The methodology is applied and calibrated using the historical rainfall data collected at the El Dorado airport weather station in Bogotá. All the estimated coefficients turn out to be significant. The results prove more accurate than those of Markovian gamma models based on purely statistical descriptions of the daily rainfall probabilities.

This procedure introduces the novelty of incorporating variables related to the climatic phenomena, which are the forecast probabilities regularly published for the occurrence of El Niño and La Niña.

This study seeks to explore the incidence and severity of inconsistency in the application of disciplinary measures between supervisors, given the same disciplinary incident. Consistency is an important aspect of procedural fairness in disciplinary action, but it has received little empirical attention.

Four employee discipline scenarios were assigned at random to 130 real‐life supervisor‐employee dyads, who role‐played the scenario.

There was little consistency between supervisors in their decisions regarding disciplinary measures. Overall, having an informal discussion with the employee was the most common response. Only when specific instructions to impose a verbal or written warning were provided did most supervisors move beyond an informal discussion. Even when clear instructions were given, a substantial minority applied a less severe disciplinary outcome.

Even in this role‐play situation, where “real life” variables such as union grievances that could lead to the dilution of disciplinary action were not present, supervisors were generally lenient regarding employee discipline.

The trade‐off between the objectives of consistency and consideration of individual circumstances presents a serious challenge to practising supervisors.

This is a rare empirical paper exploring the issue of consistency in employee discipline.

The purpose of the paper is two-fold. The first is to inform the readers of the racist origins of libraries in America. Readers will learn about historic instances of systemic racism in libraries and those that persist today. The second purpose is to give readers examples of antiracist actions they can take on an individual level, in concert with library administration, and on the institutional level.

This paper gives an overview of systemic racism in librarianship. Part I outlines the history of libraries and their institutional oppression origins in America. Part II reviews some of the current racial issues in Libraries and Information Science (LIS). Part III gives the author's viewpoint on how to incorporate antiracist action within libraries and how to decenter whiteness at the national level.

The authors found that libraries were established on institutional oppression and systemic racism, which continue to this day to center whiteness and disadvantage BIPOC. Having said that, now is the time to make changes, decenter whiteness and remove systemic barriers through antiracist actions. These actions will help increase the number of BIPOC working in libraries and improve the retention and promotion of those BIPOC too. If the American Library Association (ALA) heeds this call to action, Critical Race Theory (CRT) will become part of the Master's of Library and Information Science (MLIS), BIPOC will be better funded and supported, and the credentialing stigma will be removed.

This article highlights concrete action that should be taken beyond individual bias awareness and into systemic changes. It advocates for more critical awareness and daily antiracist action within the LIS field.

The purpose of this paper is to provide a more expansive recounting of the process of fieldwork, taking place over a number of years in diverse locations, in order to show how research design develops through the process of field research, as well as to highlight the complexity of fieldwork, especially issues of access, identity, and power.

The paper is based on the author's fieldwork experiences in Sierra Leone, working from and expanding upon fieldnotes from time in the field. Reflexive, autoethnographic personal narratives of fieldwork experiences are juxtaposed with theoretical writing about ethnographic observation and qualitative research.

The expansive discussion of the process of fieldwork and the development of the research project through time demonstrates and explicates the complexity and temporal dimensions of qualitative field research. Issues of access, identities, and power/privilege are also crucial aspects of the fieldwork process.

This paper shows the importance of acknowledging and articulating the development of fieldwork and research design over time and in different places. It also discusses the complexity of fieldwork due to issues of access, identity, and power. Its claims are limited by its focus on one case, the author's fieldwork.

This piece will help members of society better understand the process of qualitative fieldwork. Given its format and writing style, this piece can be easily read and understood by interested members of the public.

This paper provides narratives and commentary that provide a more complete picture of the practice of field research and the development of research design over the course of time and in diverse locations. This will be valuable to researchers, especially those preparing for field experiences for the first time or for their first time in a particular field, as well as students interested in learning about qualitative fieldwork practices.

In this paper, we review the literature on pay variation (e.g., pay dispersion, pay compression, pay range) in organizations. Pay variation research has increased markedly in the past two decades and much progress has been made in terms of understanding its consequences for individual, team, and organizational outcomes. Our review of this research exposes several levels-related assumptions that have limited theoretical and empirical progress. We isolate the issues that deserve attention, develop an illustrative multilevel model, and offer a number of testable propositions to guide future research on pay structures.

This study aims to examine the question of how long a behavioral skills training program should be in order to result in measurable behavioral change.

An empirical field study was conducted to compare two different lengths of time for a managerial skills training program aimed at achieving behavioral change. The training time for the first training condition was based on “rules‐of‐thumb” found in the literature. The training time was increased in an “extended” training condition that covered the same material but permitted more time for lecture, role‐playing and discussion.

Results showed that, relative to a control group, participants in the “extended” training condition exhibited behavioral change, but those in the “rules‐of‐thumb” training condition did not. Self‐efficacy increased significantly for trainees in both training conditions.

More attention is required to the length of training programs as they are being designed, especially if behavioral change is a goal of the training. Using rules‐of‐thumb regarding training length may be insufficient for bringing about behavioral change. More importantly, the need for more effective management skills will not be met, and organizational performance outcomes may be jeopardized.

The results of this research have the potential to be broadly applicable to management training and may possibly generalize to training in other disciplines where the training is intended to effect behavioral change.