OBJECTIVE:Referencing growing concerns over the recruitment and retention of faculty in academic veterinary medicine, the authors hypothesized that among surveyed veterinary residents and early-career faculty, work-life balance and workplace climate and culture are stronger motivators than financial considerations, regardless of demographic factors such as gender, race/ethnicity, and area of specialization. SAMPLE:541 participants were included in data analysis. METHODS:A mixed methods approach was utilized, incorporating both quantitative data and qualitative, free-text responses to better understand veterinary career choices by contextualizing factors associated with academic medicine. RESULTS:Factors underpinning career-related decision-making were ranked by level of importance as (1) workplace environment/culture, (2) personal well-being/work-life balance, (3) salary and bonuses, (4) geographic location, (5) facilities and resources, (6) benefits, and (7) schedule flexibility. Desires for workload balance, schedule flexibility, support from leadership, and mentorship and collaboration were among the top themes of qualitative responses for both residents and early career faculty respondents. Factors influencing career decision-making for resident and early-career faculty are varied. Workplace environment, work-life balance, and schedule flexibility are areas that academic institutions can address and continue to improve and that are likely to positively impact entry into academia and the desire to stay. CLINICAL RELEVANCE:This study sought to understand factors related to career decision-making and interest in academic veterinary medicine among residents and early-career faculty. Understanding these factors can support efforts to recruit and retain faculty in academic veterinary medicine.

Purpose Although allies have been shown to be effective at helping to ignite positive change for marginalized groups, the literature on ally identity development is fragmented. Design/methodology/approach We draw from developmental, contextual, and identity theories to review the existing literature and focus squarely on the ally experience, resulting in a synthesized process-based conceptualization of ally identity development. Findings At each stage, we discuss intrapersonal experiences individuals are likely to have internally, interpersonal experiences that are likely to occur with others, and catalysts for progression to subsequent stages. In doing so, we outline the multilevel factors that influence and are influenced by ally development in hopes of identifying what motivates or dissuades individuals from becoming more active allies. Originality/value We provide practitioners and scholars with a deeper understanding of the organizational and societal benefits associated with allyship behaviors, as well as tools for increasing their presence within organizations.

Access to abortion care has a profound impact on women's ability to participate in the workforce. In the US, restrictions on abortion care have waxed and waned over the years, including periods when abortion was broadly permitted across the nation for most pregnant people for a substantial proportion of pregnancy and times when restrictions varied across states, including states where abortion is banned for nearly all reasons. Additionally, access to abortion care has always been a reproductive justice issue, with some people more able to access this care than others even when it is structurally available. In June 2022, the US Supreme Court handed down the Dobbs v. Jackson Women's Health Organization, returning to states the ability to determine restrictions on abortion, including near-total bans on abortion. In this anthology, ten experts share their perspectives on what the Dobbs decision means for the future, how it will exacerbate existing, well-researched issues, and likely also create new challenges needing investigation. Some contributions are focused on research directions, some focus on implications for organizations, and most include both. All contributions share relevant occupational health literature and describe the effects of the Dobbs decision in context.

Objectives:The #MeToo social media campaign raised awareness about sexual harassment. The purpose of the current study was to address three unexplored research questions. First, what factors influenced whether a person posted #MeToo? Second, how did posting (or not) influence participants' wellbeing? Finally, what motivated participants' posting (or not) #MeToo?Method:This mixed-methods study explores how #MeToo was experienced by full-time employees (N = 395) who could have posted #MeToo (i.e., experienced a sexual harassment event), whether or not they did so. Participants completed surveys in July of 2018 assessing social media use, sexual harassment history, relational variables such as relative power and social support, and job and life satisfaction. Participants also responded to open-ended survey questions about the context of and decisions about #MeToo posting.Results:Quantitative results indicated that sexual harassment history was the most powerful predictor of #MeToo posting, while power and interpersonal contact also contributed. Qualitative analyses (N = 74) using a grounded theory approach indicated themes associated with decisions to disclose, including feeling a responsibility to post, need for support, and affective benefits. Decisions not to disclose were event-related negative affect, posting-related negative affect, timing of the event, fit with the #MeToo movement, privacy concerns, and fear of consequences.Conclusion:This study contributes to the literature on sexual harassment disclosure by focusing on informal means of disclosure and drawing on comparisons to formal reporting and implications for workplaces. Online sexual harassment disclosure, in many ways, reflects the impediments to formal reporting procedures. Given the increased use of social media for purposes of disclosure, these findings suggests that organizations should recognize the legitimacy of sexual harassment reports made online and consider the possible failings of their formal reporting systems as reasons for online disclosure.

In this work in progress we explain the development of a process or changing the teaching culture at the department of mechanical engineering of Texas A&M. The Strategy is based on addressing (a) development of reflective teachers (b) developing shared vision (c) considering policy and (d) faculty initiated curricular innovations. Teachers were trained in lean startup (incremental innovation) approaches to educational innovation. A community of practice was developed to build trust, share learning from innovations and to develop accountability. A systematic approach is being developed to evaluate the efficacy of this change strategy especially with engaging late adopters and sceptics. Preliminary results indicate that that creating and nurturing a teaching community of practice (a part of a comprehensive change strategy) is very effective in promoting a culture of innovation in teaching.

Excavation work poses significant risks to workers due to the potential for striking underground utilities such as gas lines and electrical cables. Despite the availability of various tools and protocols, excavation accidents still occur frequently, leading to injuries, fatalities, and property damage. This study explores the perceptions of excavator operators regarding excavation conditions and safety protocols, as well as the adaptability of a proposed tool that indicates the location and depth of underground utilities. The study is based on surveys completed by excavator operators, which revealed critical factors contributing to the causes of utility strikes, their experiences at work, and desirable features for future tools. The proposed tool was well-received by operators, with many expressing a willingness to adopt it to enhance safety and efficiency. This research provides insights into the challenges of excavation work and highlights the potential of advanced tools to mitigate utility strikes.

Workers bear a heavy share of the burden of how countries contend with COVID-19; they face numerous serious threats to their occupational health ranging from those associated with direct exposure to the virus to those reflecting the conflicts between work and family demands. Ten experts were invited to comment on occupational health issues unique to their areas of expertise. The topics include work-family issues, occupational health issues faced by emergency medical personnel, the transition to telework, discrimination against Asian-Americans, work stressors, presenteeism, the need for supportive supervision, safety concerns, economic stressors, and reminders of death at work. Their comments describe the nature of the occupational health concerns created by COVID-19 and discuss both unanswered research questions and recommendations to help organizations reduce the impacts of COVID-19 on workers.

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This response to Cortina, Cortina, and Cortina’s (2019) focal article is a call to arms for my colleagues to purposefully engage in antiracist, antisexist, and otherwise antidiscriminatory language as a tool to increase inclusion and decrease microaggressions (Sue, 2010) in our science. The Cortina siblings focus on the tension between freedom of speech inherent in academic freedom and the boundaries that expectations of civil behavior can put on free speech. Toward the end of their article, they specifically focus on how academic departments and institutions can encourage civil behavior without placing specific limits on free speech. This response extends their work by discussing the ways that our language in our academic papers can cause a chilling effect for both people who might want to use our science and fellow industrial and organizational (I-O) psychologists. I am specifically asking the I-O psychology community members to modify their language in order to engage in more civil scientific exchanges; I am also asking the I-O psychology community members to modify their scientific choices to create a more inclusive science. I will also briefly address how my position can be applied in I-O psychology practice. My response herein is inspired by L. Cortina’s (2008) foundational and essential article on selective incivility—that is, how incivility can be a modern form of racism and sexism (etc.) by targeting minoritized and marginalized individuals more often than majority and powerful persons, thus subtly discriminating against them and perpetrating microaggressions. Selective incivility is especially insidious because there is plausible deniability about any one act (e.g., “What? I am busy and don’t have time for niceties with anyone!”). Individual acts are like sunburns, but in total such microaggressions become like skin cancer to those people who are frequently and more deeply burned. This response focuses on race in particular, even though the ideas herein can be applied to any group of marginalized and minoritized persons. First, there are ample examples of racialized language being used in our science in ways that are not relevant to the work that we do (e.g., “the dark side of organizations”). This is because we are embedded in a culture that has fundamentally and foundationally mishandled race (see, for example, all of American history). This is also true in psychology (Adams & Salter, 2011; Salter & Adams, 2013). Our language, like our national society, has racism built in and it is so extensive and subtle (especially to White people) that we often do not notice it. Thus, I am directly addressing race in order to illuminate the problem, with the hope that readers will extend the ideas herein to other groups. Second, looking at the demographics of I-O psychology, it is clear that the sex distribution in I-O psychology is not radically different from the general population (Gardner, Ryan, & Snoeyink, 2018), but the racial distribution is woefully lacking. Thus, although it is clear that I-O psychology has a long way to go in resolving a number of

Abstract Business and management conceptualizations of sexual harassment have been informed by both legal and psychological definitions. From the psychological perspective, sexual harassment behaviors include harassment based on one’s gender, enacting unwanted sexual attention, and sexual coercion. The most recent psychological theories of sexual harassment acknowledge that it is a gendered experience motivated by the societal stratification of gender and not by sexual gratification. Harassing behaviors negatively impact individual well-being. Well-documented workplace effects of sexual harassment include reduced job satisfaction, organizational commitment, and productivity, and increased job stress, turnover, withdrawal, and conflict. Sexual harassment negatively affects target’s psychological and physical well-being, including increases in post-traumatic stress disorder (PTSD), depression, and anxiety symptoms, emotional exhaustion, headaches, sleep problems, gastric distress, and upper respiratory problems. All of these individual-level effects can result in financial decrements for the target and the organization. Both individual and organizational factors predict sexual harassment. Women are more likely to experience sexual harassment, as well as minoritized persons, with women who embody more than one minority identity being the most likely to experience sexual harassment. This finding supports the interpretation of sexual harassment as motivated by reinforcing societal power hierarchies. Other individual factors such as sexual orientation, age, education level, and marital status are also related to experiencing sexual harassment. At the organizational level, organizational climate, job-gender context, and relative power between the harasser and the target predict sexual harassment. Organizational climates that are more tolerant of sexual harassment produce more sexual harassment. In addition, as masculinity of a work context increases, so does sexual harassment for women. Lastly, those with lower organizational power are more likely to experience sexual harassment, particularly by people with higher levels of power; however, contrapower harassment (harassment of individuals with higher organizational power by those with lower organizational power) can also occur. Reporting harassment to organizational authorities has been theorized to lead to positive outcomes, but reporting rates are low. This may reflect findings that procedures for reporting are often unclear and that reporting often leads to worse outcomes for targets of harassment than their non-reporting peers. The two most common approaches to measuring sexual harassment are direct query (explicitly ask about sexual harassment) or behavior experiences (ask respondents about how many sexually harassing behaviors they have experienced). A few considerations for the methodology used in these studies include inconsistency in conceptual or operational definitions of sexual harassment, the framing of a study, the retrospective nature of research asking about past experiences, and the sampling methodology used. A number of gaps remain in the documentation and understanding of sexual harassment phenomena, which intersect with some research practices and challenges. These include (a) the need to take into account factors other than incidence rates, such as perceived severity of experiences; (b) further examination of how multiple minority statuses and intersectional oppression affect harassment; (c) the importance of conducting research on harassment perpetrators; and (d) the examination of culturally informed topics related to sexual harassment, particularly outside Western countries.