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The ten brilliant women who are the focus of Sharp came from different backgrounds and had vastly divergent political and artistic opinions. But they all made a significant contribution to the cultural and intellectual history of America and ultimately changed the course of the twentieth century, in spite of the men who often undervalued or dismissed their work. These ten women--Dorothy Parker, Rebecca West, Hannah Arendt, Mary McCarthy, Susan Sontag, Pauline Kael, Joan Didion, Nora Ephron, Renata Adler, and Janet Malcolm--are united by what Dean calls "sharpness," the ability to cut to the quick with precision of thought and wit. Sharp is a vibrant depiction of the intellectual beau monde of twentieth-century New York, where gossip-filled parties at night gave out to literary slugging-matches in the pages of the Partisan Review or the New York Review of Books. It is also a passionate portrayal of how these women asserted themselves through their writing in a climate where women were treated with extreme condescension by the male-dominated cultural establishment. Mixing biography, literary criticism, and cultural history, Sharp is a celebration of this group of extraordinary women, an engaging introduction to their works, and a testament to how anyone who feels powerless can claim the mantle of writer, and, perhaps, change the world. -- Provided by publisher

Despite Congress' having made clear policy statements in the National Labor Relations Act that the law was intended to promote equality of bargaining power between employers and employees, to promote the practice and procedure of collective bargaining as the method of setting workplace terms and conditions of employment, and forbidding construing the law "so as to either interfere with or impede or diminish in any way the right to strike," by early 1940, the courts had given employers the right to permanently replace strikers and implement their final offer at impasse. Judges have often justified these doctrines as promoting balance in bargaining. Critics contend that the doctrines have the capacity to destroy the right to strike, unbalance bargaining power, and divert parties from the process of bargaining collectively. Some have proposed allowing temporary but not permanent striker replacement. We use a bargaining simulation followed by a survey and debriefing comments to test these opposing claims.

Some important issues affecting the workplace cannot be studied directly for a number of reasons. For example, they may subject humans to unacceptable risks; theories may be tested before investing the time and money required for a full study; or funding may be more readily available for a novel investigation after investigators can show that an issue merits study. Simulations were used to compress time and collect enough data to permit robust statistical analysis. In this case, simulations were used to compress time and collect enough data to. Simulations are not without problems, the most important of which is how accurately they capture the collective bargaining issues being studied. This article examines whether the views and actions of the participants in our bargaining simulations reasonably reflect the conduct of actual bargainers. It finds that the participants in the simulation did take on their assigned roles. As a result, not only can this method be useful in exploring issues such as collective bargaining, but it can also potentially be useful for other social science issues.

Purpose– The purpose of this paper is to examine how psychological diversity climate and leader inclusiveness relate to an employee's self-reported propensity to engage in helping behaviors toward the leader or work group. The authors also tested whether these elements operate differently for women and racioethnic minorities.Design/methodology/approach– A sample of 534 respondents completed electronic surveys. Hypotheses were tested with hierarchical multiple regression.Findings– Results indicate a positive relationship between leader inclusiveness and leader-directed and work group-directed helping behaviors, particularly when accompanied by a positive psychological diversity climate. These relationships were stronger for racioethnic minorities and women relative to racioethnic majority members and men for leader-directed helping.Research limitations/implications– Data were self-report. Future research should incorporate data from other sources and additional outcomes.Practical/implications– Leaders who act inclusively can obtain measurable benefits with respect to employee helping by reinforcing a diversity climate.Social/implications– Leaders should act in ways that demonstrate that they are inclusive; coupled with a positive diversity climate, this may encourage all members to engage in helping behaviors, which may have a positive impact on society at large.Originality/value– The authors addressed the call in past research for sending consistent signals across the organization regarding the value of diversity and inclusion.

We develop a theoretically based 10-item measure of work group inclusion comprised of two components (belongingness and uniqueness) and use this measure to empirically test the nomological network of work group inclusion developed by Shore et al. In Phase 1, we use two samples of full-time employees to develop and refine items as well as establish content validity. In Phase 2, we demonstrate convergent, discriminant, and incremental validity with both conceptually related and unrelated constructs. In Phase 3, we use data from an additional sample of employees and supervisors to test criterion-related validity and mediation by examining the multilevel relationships between inclusion and important antecedents and outcomes. Across the three phases of our study, the results demonstrate support not only for the factor structure, reliability, and validity of our work group inclusion measure but also for a theoretical model in which the construct of inclusion has important implications for individuals and organizations.

"Sarah Weinman brings together an exemplary collection of thirteen recent true crime tales by some of the most exciting journalists and chroniclers of crime working today. With an introduction by Patrick Radden Keefe, this collection showcases true crime writing across the broadest possible spectrum and reflects on why crime stories are so transfixing and irresistible to the modern reader" -- from publisher