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This study aims to stimulate scholarly attention and practical application pertaining to individuals recognized as “Docs.” Through conducting a comprehensive analysis and acquiring a profound understanding of its many connotations, the objective is to shift attitudes and approaches concerning those who are seen to possess knowledge and value within society.

For this study, culturally relevant pedagogies were used as theoretical frameworks in addition to Sankofa and concept explication being used as methodologies.

The authors identified three themes: (1) honorary cultural practice-community nomination of “professahs” and “docs,” (2) (Black) robinhoods – cultural signifiers of distinction and relatability and (3) docs as catalysts – elevating community via consciousness, trust and mentorship as significant understandings of this distinction.

The study emphasizes the importance of “Docs” in both academic and social contexts. The role of “Docs” serves to alleviate potential conflicts of being a Black intellectual. This study further reveals the ways in which Docs align with, promote or possibly undermine established frameworks of thought. Finally, this study provides institutions with opportunities to consider strategies for the utilization, recognition and integration of individuals who are frequently overlooked or undervalued.

This study aims to integrate social identity and leader–member exchange (LMX) theory to investigate the processes and boundary conditions around LMX–performance relationships. Through the application of two leader–follower subsamples, the authors test three main objectives. What is the effect of multi-dimensional dyad value-congruence on LMX and how does congruence on these dimensions differentially influence leader and follower perceptions of LMX? In a subsample of followers including supervisor-rated performance, the authors develop a model that examines how individual values moderate the effect of dyad contact on supervisor-rated job performance mediated by follower LMX.

The participants for this study include graduate and undergraduate social work students who were taking part in a one-year work placement within a social work organization as well as their immediate supervisors. Across a four-month period, participants filled out measures of their supervisor contact, work values and LMX. Supervisor-rated performance was also included.

Findings from the dyadic subsample show that growth value congruence is a predictor of follower-rated LMX, with value congruence across all values having no effect on leader-rated LMX. Within a subsample of followers, findings suggest that follower-rated LMX mediates the relationship between dyad contact and supervisor-rated job performance, with individual work values moderating this effect.

The current study offers several contributions to the literature on LMX and job performance. First, in this study’s dyadic leader–follower sample, the authors extend propositions made by social identity theory around value congruence and LMX by offering support for a multi-dimensional and multi-target approach to questions of values and LMX. Second, within this study’s larger non-dyadic sample, the authors offer insights into previous conflicting findings around dyad contact and LMX, by offering support for the indirect effect of dyad contact on supervisor-rated performance via LMX. Third, within this second sample, the authors also extend the literature on values and LMX to show that the process through which LMX influences job performance is dependent on follower values.

This issue is a selected bibliography covering the subject of leadership.

This study, based on our analysis of survey data from 1,242 partners and employees of a U.S. national public accounting firm, examines the impact on psychological well-being from the moderating effects of flexibility and role clarity on work-home conflict experienced by public accountants. Most prior research in public accounting deals with the antecedents and consequences of role stress and primarily focuses on job outcomes of turnover intentions and job satisfaction as dependent variables. Public accounting firms have responded to stressors with worker-friendly policies, largely by introducing flexibility and clarity in their organizational culture. Using a multi-disciplinary research model, we analyze the causal relationships of flexibility and clarity as moderators of the bi-directional nature of work-home conflict (work interference with home and home interference with work) on psychological well-being. Our study finds that perceptions of flexibility and role clarity drawn from a career position in public accounting can mitigate role conflict between work and home environments and contribute to enhanced psychological well-being. We also find that certain relationships described in the model are moderated by family status and age, but not by gender. Results of our study have implications to both individual public accountants and to their firms.

This chapter demonstrates the value of ethnographic research to the study of the relationship between legal narrative and professional identity. It focuses on the ethical and professional judgements embedded in American federal prosecutors' creation and critiques of opening and closing statements. Drawing on ethnographic research, I argue that these statements revolve around the concept of ‘justice’, which prosecutors articulate, affirm and contest through the narratives of honesty and impartiality. More broadly, these conceptions of justice inform how federal prosecutors understand their identities and roles as professional legal actors. Ethnography's unique value lies in furnishing data pertaining to how trial narratives are fashioned and refined through ‘workshopping’ before these narratives are shared with jurors. The chapter thus highlights processes of narrative reflexivity and story composition.

Soon Ang (Ph.D. Minnesota) is Goh Tjoei Kok Distinguished Chair of Management and Head, Division of Strategy, Management & Organization at the Nanyang Business School, Nanyang Technological University, Singapore. Her research interests are in cultural intelligence, global leadership, and outsourcing. She has published extensively in Academy of Management Journal, Journal of Applied Psychology, Information Systems Research, Organization Science, Management Science, MIS Quarterly, and Social Forces, and serves on editorial boards including Management Science, Organization Science, Applied Psychology, Decision Science, Information System Research, MIS Quarterly, etc. She has pioneered and coauthored two books on cultural intelligence (Stanford University Press) and coedited the Handbook of Cultural Intelligence (ME Sharpe). She was recently awarded the prestigious Distinguished International Alumni Award by the University of Minnesota for her academic leadership and scholarship record.

Researcher Highlight: Dr. Carter G. Woodson (1875–1950)

Criminological, historical, and sociological research has continually underestimated women’s violent potential in the German Neo-Nazism movement. Contemplating this leads to questions about female agency in the Third Reich, a link that has not been established yet. This chapter seeks to expose this link, arguing that regardless of social environment, changing gender roles or political situation, Neo-Nazi women and women, in general, have a potential for violence in the public sphere.

The chapter looks at female perpetrators in both the Third Reich and the contemporary Neo-Nazi period and examines their involvement from the overarching theoretical viewpoint that women are not any less capable of violent crimes than men.

The scope of Neo-Nazi women’s aggression and violence is not a modern phenomenon or an exception. Their invisibility is not a result of their suggested passive involvement; it stems from the public’s and institutions’ inability to perceive them as agents of violence. Bourdieu developed the concept of symbolic violence to characterize the violence experienced by victims who accept their societal subordination. It is shown that because researchers, officials, and the public reified the concept; they overlooked the reality that women can exercise their agency beyond the limits of their roles as wife and mother and commit violent acts.

Reliable data are not available on the number of violent female Neo-Nazis. It is likely, however, that the numbers given are an underestimation.

Law enforcement agencies have long overlooked women as potential offenders. A basic change in perspective is needed to better identify female perpetrators.

The chapter is based on the murders of ten immigrants between 2000 and 2006, which puzzled investigators over a decade. Nobody suspected a woman was a key member of the group thought to be responsible for these murders.