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Scholars have studied virtuality in teams and organizations for over two decades. The term "virtual" is often used loosely and imprecisely, and theoretical debates have flourished over what differentiates virtual from non-virtual teams. In these debates, scholarship has not explicitly considered the significant ways in which the technological landscape has changed over this time. While the virtual is often treated as a separate space from "real", physical or face-to-face interaction, the increasing technological saturation of our lives has resulted in a blurring of online and offline worlds such that these distinctions may no longer hold up. I will explore whether the term "virtuality" still has currency and the ways in which we must rethink our underlying assumptions about virtuality in a digital media age.

This study examines dialectical tensions in global virtual teams, and the ways in which tensions are negotiated through communicative practices of team members. Drawing on ethnographic data from a global software team, the analysis revealed three main tensions in global team interaction: autonomy—connectedness, inclusion— exclusion, and empowerment—disempowerment. These tensions were composed of layers of subdialectics, which were either productive or detrimental depending on how they were managed. Team members engaged in selection, transcendence, and withdrawal strategies to negotiate these dialectics. Managers were more likely to treat tensions productively as complementary dialectics which enabled them to transcend oppositions, whereas lower-level foreign assignees were less able to cope with tensions, experiencing them as simple contradictions or paradoxes which constrained and disempowered them. This research contributes a tension-centered model of global team interaction that challenges dominant assumptions of clarity and consensus characterizing the virtual teams literature and has implications for global organizing more broadly.

Abstract
Diversifying has been a challenge for police agencies, despite their increased efforts to attract qualified candidates. Even when recruiters manage an adequately diverse applicant pool, the dropout rate of candidates throughout the notably long hiring process threatens the representativeness of the applicant pool. Thus, police agencies are eager to examine why applicants—especially women and minority applicants—withdraw from the hiring process to address any common reasons and retain desirable candidates. To explore reasons for withdrawal, 143 women and minority police applicants who withdrew from the hiring process reported their reason for withdrawal during a telephone interview conducted in the spring and summer of 2016. The primary reasons for applicant attrition, after changing their mind or another personal reason, was finding other employment and the length of the hiring process. Recommendations for policy include increasing communication to applicants, shortening the hiring process and hiring on a continuous basis. Implications are discussed.

Introduction: our increasingly distracted lives -- Attention, distraction, and multitasking -- Getting and keeping the attention of others -- Distraction and the workplace -- Relationships -- Technology and education -- Technology and the developing brains of children -- Cross-cultural dimensions -- Conclusion: staying connected without losing focus

"Often misconstrued as a synonym for depravity, deviance reflects more profoundly on the socially-constructed norms it is defined in opposition to than on the individual behaviors it is used to describe. This groundbreaking new textbook provides an engaging, sociologically-informed examination of how deviance is defined and what it means to be classed a deviant. Featuring an analytical through-line assessing the role of media in crafting and perpetuating definitions of deviance, the book examines an array of sexual, mental, and criminal deviances, as well as addressing those that are often overlooked, such as elite deviance, cyberdeviance, and deviant occupations. The authors interrogate pseudoscientific explanations for deviant behavior debunking many of the myths associated with deviance. With questions to measure specific learning outcomes, a rolling glossary of key terms, and insights from people who have themselves been labeled as deviant, Deviance and Deviants will inform and enlighten students interested in better understanding the nuances of society's relationship with deviance"--

Abstract
Policing can be a dangerous profession. While the rate of intentional violence against the police has declined slightly over the past few decades, police rhetoric seems to communicate the opposite. Given this messaging, do officers accurately assess their own risk of violence? To address this question, interviews were conducted with 184 police officers in Pennsylvania. Participants were asked about (1) the risk of assault on police officers compared to 5 years ago; (2) the risk of assault on officers in their own department compared to other police departments; and (3) how they would advise others to cope with this risk. Bivariate analyses indicate that respondents thought police are more likely to be assaulted now compared to 5 years ago. Other findings and implications of these results will be discussed, along with officer advice on how to cope with the risk of policing.

Abstract
Often, human trafficking is only thought of as sex trafficking, and many perceive it as a new term for prostitution; yet, human trafficking includes much more. Police understanding of human trafficking is especially important as police are first responders and serve as gatekeepers to service access for victims or punishment for offenders. Thus, how police define human trafficking and whether they recognize it in their area is an important area of inquiry. Surveying 495 police officers serving at a large agency in the northeastern USA, this study explored police conceptualizations of human trafficking, finding that most officers define human trafficking as sex trafficking. Further, logistic regression analyses show that myths surrounding human trafficking (especially that human trafficking is prostitution) affect officers' perceptions of whether human trafficking is a problem in their area. Additionally, officer characteristics, such as training, tenure, type of area served, and experience with human trafficking cases, affect officers' perceptions of human trafficking. These and other findings are discussed in light of the literature.

To understand why the virtual design strategies that organizations create to foster innovation may in fact hinder it, we unpack four characteristics often associated with the term 'virtuality' (geographic dispersion, electronic dependence, structural dynamism, and national diversity) and argue that each hinders innovation through unique mechanisms, many of which can be overcome by creating a psychologically safe communication climate. We first tested the plausibility of our arguments using in-depth qualitative analysis of interviews with 177 members of 14 teams in a variety of industries. A second study constituted a more formal test of hypotheses using survey data collected from 266 members of 56 aerospace design teams. Results show that the four characteristics are not highly intercorrelated, that they have independent and differential effects on innovation, and that a psychologically safe communication climate helps mitigate the challenges they pose. We discuss the implications of these findings for theory and research.