The COVID-19 pandemic arguably affected the travel industry more than any other global industry. In what felt like overnight, both domestic and international travel was halted due to the spread of the virus. Travel organizations, such as The Travel Corporation, had to learn to adapt and create policies and procedures to help mitigate the consequences of the pandemic. This qualitative research examines the effects of the COVID-19 pandemic on the travel industry to provide an understanding of future travel implications and restrictions for travelers and guided travel companies, utilizing The Travel Corporation as an example. A total of 36 employees of The Travel Corporation were surveyed regarding their views on how the company handled the pandemic. The research shows that the travel industry needs to have policies in place that ensure resilience against any future catastrophes.

First-generation and low-income high school students have historicallyexperienced disadvantages to enrolling in post-secondary education. While there are many programs that assist first-generation and low-income high school students in enrolling and achieving post-secondary education, it is unclear if these programs create equitable opportunities for their target populations. This study explores the realities of the people, and policies in practice at an Upward Bound program to understand if the program creates opportunities for first-generation and low-income students in the program, or if the realities of the people and policies in practice in the program create opportunity gaps thus impacting first-generation and low-income students in the program. The study was conducted through the opportunity gap explanatory framework which provided a framework to understand the educational practices that construct opportunity gaps. The perspective of two administrators and three educators from one rural Upward Bound program was captured. Ethnographic interviews were conducted to collect data and thematic analysis was used to analyze and describe the opportunities and opportunity gaps that existed within the program. The data suggest that both opportunities and opportunity gaps co-exist within one rural Upward Bound program.

Police excessive force, unlawful stops and searches, false arrests, and other forms of misconduct remain significant issues in American law enforcement. Abuses of power by even a few police officers erode public trust, reduce the legitimacy of law enforcement, and expose individual officers and law enforcement agencies to criminal and civil liability. When misconduct occurs, inadequate police leadership and supervision are often cited as contributing causes. First-line supervisors have direct, positional authority to influence the behavior of officers they lead, yet little is known about what actions first-line supervisors are expected to take to prevent misconduct. Federal consent decrees have been a promising area of police reform knowledge for researchers and practitioners. While these documents enumerate dozens of police reform measures in multiple subject areas, the role of the first-line supervisor remains disparate and unclear, ultimately hampering the effectiveness of first-line supervisors in operationalizing the reforms prescribed by these documents. The aim of this study was to develop a conceptual model that enhances understanding of actions police first-line supervisors are expected to take to prevent officer misconduct. A qualitative content analysis of federal consent decrees led to the development of six themes and a conceptual model that describe expected first-line supervisor behavior. This paper contributes to the body of knowledge about police leadership in the context of misconduct prevention and consent decree reform. It proposes a conceptual model helpful to police practitioners seeking to better define the role of first-line supervisors in an unpredictable, complex work environment that leaves little room for error.

This study aims to examine the relationship between empowering leadership and employee voice behaviors. Based on self-determination theory, I argue that empowering leadership and employee voice behavior relationship is mediated by employee personal sense of power. In addition, coworker support and psychological contract violations moderate the indirect relationships leading to promotive voice and prohibitive voice. These hypotheses were partially supported by a sample of 168 employees across various industries and occupations. Results show that the mediating effect of sense of power between empowering leadership and promotive voice behavior relationship. In addition, bootstrapping results support the moderating role played by coworker support in the indirect relationship between empowering leadership and promotive voice behavior through sense of power. Theoretical and managerial implications are further discussed in light of these findings. Keywords: employee voice behavior, empowering leadership, sense of power, coworker support, psychological contract violations

The occupation of policing has long been associated with masculinity. Resistance

to the integration of women into the law enforcement profession stemmed from widely

held beliefs that women were incapable of performing the police function. Although

much has changed in policing, female officers are bombarded with masculine symbols

depicting mostly the agentic characteristics associated with the law enforcement

profession. Or, they are offered socially and culturally constructed definitions of who

they are supposed to be as women as well as what is lacking in them as officers. This

study explores the disparity between how female police officers are viewed, what they

experience, and how they are represented. The perspective of the female officer was

captured, and presented through visual images obtained by participants. Descriptive

coding and thematic analysis converted photographs and written narratives into

participant generated themes and stories. Female officers in this study resisted stereotypic

portraits of women in policing and sought expanded boundaries of inclusion within their

profession. Participants produced some understanding of how women construct their

personal and professional identities relative to gender, as well as the larger roles of

women in society.