Enrolling as Cherokee Freedmen: Social Networks of Rejected Applicants

In the late nineteenth and early twentieth centuries, Cherokee Freedmen—the people of African descent formerly enslaved by the Cherokees—and their descendants were required to apply for enrollment on Cherokee census rolls, administered by the United States, to receive land allotments, annuities, and benefits as Cherokee citizens. A chronological examination of the lives of rejected Freedmen applicants through their interview transcripts, combined with a non-linear visualization of their social networks, this project revitalizes the rejected Cherokee Freedmen applicants who are multiply marginalized from the Cherokee Nation, the United States, and the Cherokee Freedmen community. This visualization further aims to offer a less hierarchical experience of digitized archival materials. This project also explores the goals, process, and limitations of the Cherokee census rolls to contextualize how the Cherokee Freedmen status has been determined by a particular racial, economic, and bureaucratic dynamics within the Cherokee Nation.History of Black Writing’s Black Book Interactive Project (BBIP) Digital Publishing Scholars ProgramNEH Digital Humanities Advancement GrantAfrican American Studies Publishing Without Walls 2 (AFRO-PWW 2) at the University of Illinoi

Strengths Use for Tasks and Relationships in Organizations: Development and Validation of a Strengths Use Scale

Individual character strengths have been increasingly valued, as they facilitate social functioning, well-being, and performance. However, little is known about how individuals use their strengths for important but distinct goals including task accomplishment and relationship maintenance in organizations. The purpose of this study is to develop and validate a Strengths Use Scale that can be used to measure the use of strengths for tasks and relationships in the workplace. For this purpose, we used the exploratory mixed-method design and conducted a series of studies. In Study 1, we conducted an exploratory factor analysis to ensure the construct validity of the Strengths Use Scale on a sample of 187 employees. We found that the scale comprises two dimensions: strengths use for tasks and strengths use for relationships. In Study 2a, we verified the two-factor structure of the Strengths Use Scale using the confirmatory factor analysis on a separate sample of 213 employees. The results of Study 2b demonstrated that the scale has good measurement invariance across gender and age groups, on the sample of 205 employees. Moreover, strengths use for tasks and strengths use for relationships positively correlated with well-being and work engagement and negatively correlated with turnover intention, supporting the criterion-related validity of the scale. In Study 3, a test–retest reliability analysis with a sample of 94 employees indicated that the scale has high reliability. Theoretical and practical implications of the findings are discussed.</jats:p

How Can Personality Enhance Sustainable Career Management? The Mediation Effects of Future Time Perspective in Career Decisions

This study seeks to explore the mediating effects of future time perspective (FTP) between personality variables and career decision-making self-efficacy and career indecision with respect to managing sustainable careers. We used an online survey to collect data from 250 undergraduates for Study 1, in which we explored the mediating role of FTP which focused on the emotional and cognitive personality traits of emotional intelligence, ego resilience, and self-control; and from 249 undergraduate students for Study 2, in which we investigated the mediating effects of FTP on the personality traits of extraversion, conscientiousness, and neuroticism. The results from the first study indicated that emotional intelligence, ego resilience, and self-control had indirect effects on career decision-making self-efficacy and career indecision via FTP. The results of the second study showed that extraversion, conscientiousness, and neuroticism had indirect effects on career decision self-efficacy and career indecision via FTP. These results contribute to an enhanced understanding of the relationship between personalities and career decisions, and they expand our knowledge about the antecedents and consequences of FTP. At the end of this paper, we discuss the theoretical and practical implications of this study and identify directions for future research.</jats:p

How Can Personality Enhance Sustainable Career Management? The Mediation Effects of Future Time Perspective in Career Decisions

This study seeks to explore the mediating effects of future time perspective (FTP) between personality variables and career decision-making self-efficacy and career indecision with respect to managing sustainable careers. We used an online survey to collect data from 250 undergraduates for Study 1, in which we explored the mediating role of FTP which focused on the emotional and cognitive personality traits of emotional intelligence, ego resilience, and self-control; and from 249 undergraduate students for Study 2, in which we investigated the mediating effects of FTP on the personality traits of extraversion, conscientiousness, and neuroticism. The results from the first study indicated that emotional intelligence, ego resilience, and self-control had indirect effects on career decision-making self-efficacy and career indecision via FTP. The results of the second study showed that extraversion, conscientiousness, and neuroticism had indirect effects on career decision self-efficacy and career indecision via FTP. These results contribute to an enhanced understanding of the relationship between personalities and career decisions, and they expand our knowledge about the antecedents and consequences of FTP. At the end of this paper, we discuss the theoretical and practical implications of this study and identify directions for future research

How capricious supervisors affect hospitality employees’ service performance? A diary study from the employees’ emotional perspective

Drawing on the affective events theory, this study examined the detrimental effects of supervisors’ emotional expression variability on hospitality employees’ emotional experience variability and service performance, and whether employees’ emotion management buffers such negative impacts. The research hypotheses were examined using longitudinal data collected from 145 hotel employees of multiple hotel companies who completed surveys in four phases: Time 1 (i.e., daily surveys for seven workdays to assess supervisors’ emotional expression variability), Time 2 (i.e., daily surveys for 7 workdays to assess employees’ emotional experience variability), Time 3, and Time 4 (i.e., a survey rated by supervisors). The results show that supervisors’ emotional expression variability has an indirect effect on employees’ service performance through employees’ emotional experience variability, and employee emotion management mitigates the related detrimental effects. Theoretical and managerial implications are discussed for hospitality researchers and practitioners. </jats:p

Positive Affect and Career Decision-Making: The Moderating Role of Interpersonal Spin

We investigated the moderating role of interpersonal spin in the relationships between positive affect, career decision self-efficacy (CDSE), and career indecision among young adults (16 women, 79 men). Interpersonal spin was calculated using the diary method, wherein students reported their daily interpersonal behaviors for 14 consecutive days. Results indicated that positive affect was positively associated with CDSE and negatively associated with career indecision. Interpersonal spin diminished the positive relationship between positive affect and CDSE and the negative relationship between positive affect and career indecision. Our findings extend prior studies by uncovering the influence of positive affect and behavioral stability, including interpersonal spin, on the career decision process. Counselors are encouraged to foster individuals' positive affect and reduce their interpersonal spin to obtain positive career outcomes, such as high CDSE and low career indecision