Federal Workplace Research Articles

Pharmacokinetics and pharmacodynamics of five distinct commercially available hemp-derived topical cannabidiol products.

Products containing cannabidiol (CBD) have proliferated after the 2018 Farm Bill legalized hemp (cannabis with ≤0.3% delta-9-tetrahydrocannabinol (Δ9-THC)). CBD-containing topical products have surged in popularity, but controlled clinical studies on them are limited. This study characterized the effects of five commercially available hemp-derived high CBD/low Δ9-THC topical products. Healthy adults (N = 46) received one of six study drugs: a CBD-containing cream (N = 8), lotion (N = 8), patch (N = 7), balm (N = 8), gel (N = 6) or placebo (N = 9; matched to an active formulation). The protocol included three phases conducted over 17 days: (i) an acute drug application laboratory session, (ii) a 9-day outpatient phase with twice daily product application (visits occurred on Days 2, 3, 7 and 10) (iii) a 1-week washout phase. In each phase, whole blood, oral fluid and urine specimens were collected and analyzed via liquid chromatography with tandem mass spectrometry (LC-MS-MS) for CBD, Δ9-THC and primary metabolites of each and pharmacodynamic outcomes (subjective, cognitive/psychomotor and physiological effects) were assessed. Transdermal absorption of CBD was observed for three active products. On average, CBD/metabolite concentrations peaked after 7-10 days of product use and were highest for the lotion, which contained the most CBD and a permeation enhancer (vitamin E). Δ9-THC/metabolites were below the limit of detection in blood for all products, and no urine samples tested "positive" for cannabis using current US federal workplace drug testing criteria (immunoassay cut-off of 50 ng/mL and confirmatory LC-MS-MS cut-off of 15 ng/mL). Unexpectedly, nine participants (seven lotions, one patch and one gel) exhibited Δ9-THC oral fluid concentrations ≥2 ng/mL (current US federal workplace threshold for a "positive" test). Products did not produce discernable pharmacodynamic effects and were well-tolerated. This study provides important initial data on the acute/chronic effects of hemp-derived topical CBD products, but more research is needed given the diversity of products in this market.

Executive Orders: Mandating Inclusion in the Federal Workplace: Insights from Federal Executive Departments’ Strategic Plans

Inclusion remains a very real and legitimate concern in contemporary workplaces. This research examines how executive orders from the Obama, Trump, and Biden administrations influenced Biden era Federal Executive Departments’ strategic plans. This study analyzed the interpretation and understanding of departments’ prioritization and articulation of inclusion across seven core functional areas: (a) leadership; (b) policies, practices, and procedures; (c) human resource management; (d) culture, climate, and norms; (e) emotion, engagement, and perceptions; (f) training and professional development; and (g) accountability and sustainability. The findings reveal that inclusion cannot be mandated or rubberstamped. Inclusion is a subjective endeavor that can result in multiple realities as different employees can experience/observe the same event differently, sometimes infinitely so. The seven core functional areas offer a pathway to embedding inclusive practices and initiatives in the workplace. They create a common approach the federal government can undertake, prioritizing broader knowledge and fundamental awareness of the intertwined nature of experiences, perceptions, emotions, and reasons to foster a sense of belonging.

Racial burdens in the work experiences of state-supported Black chaplains

To understand and improve the experiences of Black chaplains, it is essential to consider how they experience and are integrated into their workplaces. This article draws from interviews with ten Black chaplains in the military and prisons. In light of historic, state-sanctioned, discrimination in these institutions, we ask how these chaplains experience their workplaces racially. All experience racial burdens in the workplace as part of being the first or only Black chaplain or in response to overt racial discrimination. They identify few to no formal workplace efforts to support them as Black chaplains and spoke of resistance to informal efforts that have been tried over the years. State and federal workplaces must recognize the racial burdens Black chaplains’ experiences and take action to respond to and support these systemic workplace issues.

Favoritism in the Federal Workplace: Are Rules the Solution?

We develop and test a more comprehensive theory of the sources and effects of workplace favoritism by drawing on a large, agency-wide sample of U.S. Federal Aviation Administration employees. We report how members of various underrepresented groups differ in their perceptions of a variety of sources of favoritism. We find that their perceptions of friendship favoritism are an important source of perception of workplace favoritism for all employees. We show that perceptions of favoritism are negatively associated with employee trust in their organizations and coworkers, commitment to their organizations, willingness to speak up, and pay satisfaction, with friendship favoritism significantly dominating over most other sources. Further, we find that team leaders, supervisors, managers, and executives, with their greater knowledge of organizational processes, report less favoritism. This and previous research provide practical guidance on how greater transparency may reduce employee perceptions of favoritism in the federal workforce while avoiding discredited formalistic constraints.

Gender, sexual orientation, ethnicity and socioeconomic factors influence how wildland firefighters communicate their work experiences

As climates change, natural resource professionals are often working on the frontlines of intensifying environmental disasters, acting in both scientific and emergency response roles. One subset of this group, wildland firefighters often engage in multifaceted careers that incorporate elements of resource planning, conservation management, community disaster relief, and operational management. Despite these STEM roles and nearly half (48%) of them having earned at least a bachelor's degree, usually in a STEM field, wildland firefighters are almost exclusively lumped with emergency responders in the scientific literature. We surveyed 708 wildland firefighters with 9 open response questions as part of a larger survey asking about experiences and attitudes in the United States federal workplace. From their responses and voluntarily provided demographic data, we extracted information about response length, use of hedges, tag questions and imperatives, use of personal language, use of expletives and derogatory language, use of apologetic language, and the types of responses provided. We then analyzed whether certain demographic and socioeconomic factors were statistical predictors of language use in wildland firefighter survey responses with the goal of ultimately providing a framework for differentiating and identifying factors that may influence employee retention, attitudes, morale, and experiences among wildland firefighter sub-demographics. We found that different demographic groups varied in their responses to questions: Minority groups used fewer words and were more likely to relate personal experiences than majority groups.

Structural Racism in the Federal Workplace: An Intersectional Approach to Examining Race-Based Discrimination in Law Enforcement

Law enforcement has historically been an institution resistant to both women and racial minorities, evident by decades of research on workplace discrimination in local policing. Missing, however, from this research are the workplace experiences of minority officers in federal policing, a growing domain in law enforcement scholarship. This article examines perceived encounters of race-based discrimination and its subsequent outcomes to reporting behavior between White and minority officers. Findings suggest that all minority race or ethnic subgroups except one (e.g., Black/African American, American Indian/Alaska Native, Asian, multi-racial, and Hispanic/Latino officers respectively) were more likely to perceive experiencing race-based discrimination in comparison to White officers, although only three of the minority subgroups (e.g., Black/African American, multiracial, and Hispanic/Latino officers, respectively) were more likely to report the unlawful conduct. Likewise, comparisons between officers of color found that Black/African American women were more likely to perceive experiencing race-based discrimination in comparison to men of color.

Perceptions of Federal Workplace Attributes: Interactions Among Disability, Sex, and Military Experience

The U.S. federal government strives to be a model employer of people with disabilities. Although it has been successful in recent years in increasing disability hiring, retention of this workforce remains a concern. The researchers of this mixed-methods study sought to understand the perceptions of workplace attributes by employees with disabilities in federal agencies through analysis of the Federal Employee Viewpoint Survey (FEVS) and focus groups. The study results indicate that people with disabilities, in general, have lower perceptions of workplace attributes than their peers without disabilities; however, looking at groups differentiated by disability, military experience, and sex tells a richer story. This article incorporates the voices of agency representatives and employees with disabilities to provide additional context to the survey findings. Based on the results, the authors offer practice and policy recommendations to support improved workplace experiences and retention of employees with disabilities.

SAMHSA drug panel screening in oral fluid: Development of screening method at 8 seconds per sample using LDTD-MS/MS

In 2019, the US Department of Health and Human Services (via the SAMHSA agency) has established scientific and technical guidelines for federal workplace drug testing programs in oral fluids (Federal Register/Vol. 84, No. 207, 2019). Screening various drug classes requires several different immunoassay reagents or an LC-MS/MS method with a longer analysis time per sample. LDTD-MS/MS technology combines the speed and the analysis of different drug classes with a single method. The goal of this presentation is to use an automated sample preparation method for LDTD-MS/MS screening of all compounds in a single operation. Quantisal collection devices were used in this method. Drug-free oral fluids of different volunteers were collected using the Quantisal device. After the collection of the oral fluid, the pad is transferred into a tube containing an extraction buffer. During this process, oral fluids are diluted by a factor of 3. The SAMHSA drug panel for an Oral fluid screen was spiked in extracts at a concentration around the decision point cut-off (Amphetamine: 50 ng/mL, Methamphetamine: 50 ng/mL, MDA: 50 ng/mL, MDMA: 50 ng/mL, PCP: 100 ng/mL, Morphine: 30 ng/mL, Hydromorphone: 30 ng/mL, Codeine: 30 ng/mL, Hydrocodone: 30 ng/mL, Cocaine: 30 ng/mL, Oxymorphone: 30 ng/mL, Oxycodone: 30 ng/mL, 6-AM: 4 ng/mL and THC: 4 ng/mL). Samples were extracted using the Azeo automated extraction system. The robot scans the barcode of the sample, generates a batch file for the LDTD-MS/MS system, extracts the sample and spots the LazWell plate. Salt assisted liquid-liquid extraction (SALLE) was used as the sample preparation method. LDTD (Phytronix Luxon) uses a carrier gas (air) flow rate of 6 L/min with water infusion at 20 uL/sec. Samples were desorbed from the surface of the plate using a laser ramp of 6 seconds to 65% power and 2 seconds hold at 65% power. Mass spectrometer (Shimadzu 8060) operates in positive MRM mode with a specific transition for the following drugs: Amphetamine, Methamphetamine, MDA, MDMA, PCP, Morphine, Hydromorphone, Codeine, Hydrocodone, Cocaine, Oxymorphone, Oxycodone, 6-AM and THC. Data acquisition systems of mass spectrometers were not designed to deal with signals of only a few seconds per sample. The synchronization sequence adds 6 to more than 15 seconds between each sample. To bypass this, all samples are acquired in a single file. To allow the analysis of such data, Cascade™ software is designed to detect, split, and integrate every sample peak acquired in a single file. Spiked samples around the decision point and blank solutions are used to validate the precision of the method. Each concentration must not exceed 20% CV and the mean concentration ± 2 times the standard deviation must not overlap with other concentrations at the decision point. The peak area against the IS ratio was used to normalize the signal. Replicate extractions are deposited on a LazWell plate and dried before analysis. No overlapping at the decision point is observed for all curves and the CV% was below 15% for within-run experiments. A dry and wet stability of sample extracts were performed. Precision criteria were applied. All results are within the acceptable criteria range. Oral fluids are collected from eight different volunteers. Samples are screened to verify the presence of each analyte (all samples were negative). Drugs are spiked at 50% cut-off (QC-L) and 200% cut-off (QC-H) and screened as unknown to verify the method sensitivity, specificity, positive predictive value (PPV), negative predictive value (NPV) and accuracy. A percentage of 100% was obtained for all validation parameters of all drugs. Luxon Ion Source® combined to a Shimadzu 8060 mass spectrometer system allows ultra-fast (8 seconds per sample) screening of a SAMHSA drug panel in oral fluid using a simple and automated sample preparation method.

Urinary Excretion Profile of Cannabinoid Analytes Following Acute Administration of Oral and Vaporized Cannabis in Infrequent Cannabis Users.

Traditionally, smoking has been the predominant method for administering cannabis, but alternative routes of administration have become more prevalent. Additionally, research examining urinary cannabinoid excretion profiles has primarily focused on 11-nor-9-carboxy-∆9-tetrahydrocannabinol (∆9-THC-COOH), a metabolite of ∆9-tetrahydrocannabinol (∆9-THC), as the primary analyte. The aim of the current study was to characterize the urinary excretion profile of ∆9-THC-COOH, ∆9-THC, ∆8-tetrahydrocannabinol (∆8-THC), 11-hydroxy-∆9-tetrahydrocannabinol (11-OH-∆9-THC), ∆9-tetrahydrocannabivarin (THCV), 11-nor-∆9-tetrahydrocannabivarin-9-carboxlic acid (THCV-COOH), cannabidiol (CBD), cannabinol (CBN) and 8,11-dihydroxytetrahydrocannabinol (8,11-diOH-∆9-THC) following controlled administration of both oral and vaporized cannabis. Participants (n = 21, 11 men/10 women) who were infrequent cannabis users ingested cannabis-containing brownies (0, 10 and 25 mg ∆9-THC) and inhaled vaporized cannabis (0, 5 and 20 mg ∆9-THC) across six double-blind outpatient sessions. Urinary concentrations of ∆9-THC analytes were measured at baseline and for 8 h after cannabis administration. Sensitivity, specificity and agreement between the three immunoassays (IAs) for ∆9-THC-COOH (cutoffs of 20, 50 and 100 ng/mL) and liquid chromatography-tandem mass spectrometry (LC-MS-MS) analyses (confirmatory cutoff concentrations of 15 ng/mL) were assessed. Urinary concentrations for ∆9-THC-COOH, ∆9-THC, 11-OH-∆9-THC, THCV, CBN and 8,11-diOH-∆9-THC all peaked at 5-6 h and 4 h following oral and vaporized cannabis administration, respectively. At each active dose, median maximum concentrations (Cmax) for detected analytes were quantitatively higher after oral cannabis administration compared to vaporized. Using current recommended federal workplace drug-testing criteria (screening via IA with a cutoff of ≥50 ng/mL and confirmation via LC-MS-MS at a cutoff of ≥15 ng/mL), urine specimens tested positive for ∆9-THC-COOH in 97.6% of oral sessions and 59.5% of vaporized sessions with active ∆9-THC doses. These data indicate that while ∆9-THC-COOH may serve as the most consistent confirmatory analyte under the current drug-testing guidelines, future work examining 11-OH-∆9-THC under similar parameters could yield an alternative analyte that may be helpful in distinguishing between licit and illicit cannabis products.

Rapid Extraction and Qualitative Screening of 30 Drugs in Oral Fluid at Concentrations Recommended for the Investigation of DUID Cases.

A rapid, simple extraction method followed by qualitative screening using liquid chromatography-tandem mass spectrometry (LC-MS-MS) for drugs in oral fluid is presented. The decision points were selected to be at, or lower, than those recommended as Tier I compounds by the National Safety Council's Alcohol, Drugs and Impairment Division for toxicological investigation of driving under the influence of drug (DUID) cases and were also at, or lower, than those recommended by Substance Abuse and Mental Health Service Administration and the Department of Transportation for Federal workplace drug testing programs. The method included 30 drugs: delta-9-tetrahydrocannabinol, amphetamine, methamphetamine, 3,4-methylenedioxymethamphetamine, 3,4-methylenedioxyamphetamine, cocaine, benzoylecgonine, carisoprodol, meprobamate, zolpidem, alprazolam, clonazepam, 7-aminoclonazepam, diazepam, nordiazepam, lorazepam, oxazepam, temazepam, codeine, morphine, 6-acetylmorphine, buprenorphine, fentanyl, hydrocodone, hydromorphone, oxycodone, oxymorphone, methadone, tramadol and phencyclidine. Phencyclidine was included because it is in the Federal workplace program even though it is considered a Tier II drug for DUID cases. A liquid-liquid extraction method using isopropanol, hexane and ethyl acetate to extract drugs from the oral fluid-buffer mix collected in a Quantisal™ device, followed by LC-MS-MS screening, was developed and validated according to ANSI/ASB 2019 Standard Practices for Method Validation in Forensic Toxicology. Interference studies, limit of detection, precision at the decision point, ionization suppression/enhancement and processed sample stability were determined for each drug. The method was successfully applied to proficiency specimens and routine samples received in the laboratory.

정성적 관점에서 과학기술분야 정부출연연구기관의 논문 성과 변화 분석: SCIE 논문을 중심으로

PROBLEM STATEMENT Organizations face growing challenges of increasing the capabilities of their leaders with less time and financial resources (Bennis & Nanus, 1997; Dotlich & Cairo, 2002). In addition, leaders require new and a wider array of skills and competencies in the 21st century (Marquardt & Berger, 2001; Kouzes & Posner, 2007). Government agencies, like corporate companies, need managers to produce efficient, cost-effective business results while effectively maximizing the talents of the public workforce. However, many studies such as those by Bordia and Cheesebrough (2002) note weak management in the federal workplace. Employees and citizens complain about the government's inability to communicate clearly and openly, to resolve problems, and lead effectively (Friel, 2002). Most leadership development programs, whether corporate or academic, are ineffective and expensive (Pfeffer & Fong, 2002). Mintzberg and Gosling (2002) opine that contemporary business education focuses on the function of business more than the practice of managing (p. 28). As a result, organizations are beginning to look at new, less traditional ways for training their managers. More and more companies around the world are turning to action learning as the most effective and powerful tool to develop their leaders (Keys, 1994; McNulty & Canty, 1995; Inglis, 1994, Pedler, 1996; Dotlich & Noel, 1998; York, O'Neil, & Marsick, 1999, Marquardt, 1997a, 2001, 2004; LaRue, Childs & Larson, 2005). However, except for Hii & Marquardt (2000), most of the research on action learning and leadership is anecdotal and focuses on advocacy rather than evidence. In 2001, the National Agricultural Statistics Service (NASS) of the U.S. Department of Agriculture (USDA) indicated an interest in utilizing action learning as a tool to improve its existing leadership programs. One of the authors was employed there as an internal consultant and the other author was hired as an external consultant with extensive experience in implementing action learning leadership programs with public and private organizations around the world. They worked together to develop specific leadership skills of middle managers through the application of action learning methodology. THE SITE NASS is a decentralized agency of USDA employing approximately 1100 full time Federal employees. NASS maintains a headquarters' staff in Washington, DC and forty-six field offices located in nearly every US state. The Agency conducts hundreds of surveys every year and prepares statistical reports covering virtually every aspect of U.S. agriculture. This case study focuses on USDA NASS because it is a critical USDA Agency at a pivotal time of change in leadership development strategies. Additionally, the authors had access to the agency and the data, which are vital to conducting the case study. THEORETICAL FRAMEWORK The theoretical framework of this case utilizes the constructs of leadership development and action learning. Leadership Development More recent theories of leadership emphasize the need for managers to lead in an era of white water change (Vail, 1998), to handle complex adaptive systems (Mathews, White, & Long, 2000), and work in chaos (Wheatley, 1992). Vail (1991) points out the need for today's managers to have both a high level of action and reflection. Pfeffer and Fong (2002) note that the most important skills of leaders include interpersonal and communication skills as well as the ability to solve problems and take action. The workplace needs transformative leaders who, according to Sashkin and Sashkin (2003), possess four transformative leadership behaviors: (a) communications skills, (b) reliability and integrity, (c) response and concern for others, and (d) the ability to create opportunities and learn from failure. Bennis and Nanus (2007) identify four areas for leadership competency: attention through vision, meaning through communication, trust through positioning, and deployment of self through positive self-regard. …

Urinary Pharmacokinetic Profile of Cannabinoids Following Administration of Vaporized and Oral Cannabidiol and Vaporized CBD-Dominant Cannabis.

Cannabis products in which cannabidiol (CBD) is the primary chemical constituent (CBD-dominant) are increasingly popular and widely available. The impact of CBD exposure on urine drug testing has not been well studied. This study characterized the urinary pharmacokinetic profile of 100-mg oral and vaporized CBD, vaporized CBD-dominant cannabis (100-mg CBD; 3.7-mg ∆9-THC) and placebo in healthy adults (n = 6) using a within-subjects crossover design. Urine specimens were collected before and for 5 days after drug administration. Immunoassay (IA) screening (cutoffs of 20, 50 and 100 ng/mL) and LC-MS-MS confirmatory tests (cutoff of 15 ng/mL) for 11-nor-9-carboxy-∆9-tetrahydrocannabinol (∆9-THCCOOH) were performed; urine was also analyzed for CBD and other cannabinoids. Urinary concentrations of CBD were higher after oral (mean Cmax: 776 ng/mL) versus vaporized CBD (mean Cmax: 261 ng/mL). CBD concentrations peaked 5 h after oral CBD ingestion and within 1 h after inhalation of vaporized CBD. After pure CBD administration, only 1 out of 218 urine specimens screened positive for ∆9-THCCOOH (20-ng/mL IA cutoff) and no specimens exceeded the 15-ng/mL confirmatory cutoff. After inhalation of CBD-dominant cannabis vapor, nine samples screened positive at the 20-ng/mL IA cutoff, and two of those samples screened positive at the 50-ng/mL IA cutoff. Four samples that screened positive (two at 20 ng/mL and two at 50 ng/mL) confirmed positive with concentrations of ∆9-THCCOOH exceeding 15 ng/mL. These data indicate that acute dosing of pure CBD will not result in a positive urine drug test using current federal workplace drug testing guidelines (50-ng/mL IA cutoff with 15-ng/mL confirmatory cutoff). However, CBD products that also contain ∆9-THC may produce positive urine results for ∆9-THCCOOH. Accurate labeling and regulation of ∆9-THC content in CBD/hemp products are needed to prevent unexpected positive drug tests and unintended drug effects.

Urinary Excretion Profile of 11-Nor-9-Carboxy-Δ9-Tetrahydrocannabinol (THCCOOH) Following Smoked and Vaporized Cannabis Administration in Infrequent Cannabis Users.

As cannabis has become more accessible, use of alternative methods for cannabis administration such as vaporizers has become more prevalent. Most prior controlled pharmacokinetic evaluations have examined smoked cannabis in frequent (often daily) cannabis users. This study characterized the urinary excretion profile of 11-nor-9-carboxy-Δ9-tetrahydrocannabinol (THCCOOH), the primary analytical outcome for detection of cannabis use, among infrequent cannabis users following controlled administration of both smoked and vaporized cannabis. Healthy adults (N = 17), with a mean of 398 (range 30-1,825) days since last cannabis use, smoked and vaporized cannabis containing 0, 10, and 25 mg of Δ9-tetrahydrocannabinol (THC) across six outpatient sessions. Urinary concentrations of THCCOOH were measured at baseline and for 8 h after cannabis administration. Sensitivity, specificity, and agreement between three immunoassays (IA) for THCCOOH (with cutoffs of 20, 50, and 100 ng/mL) and gas chromatography-mass spectrometry (GC/MS) results (confirmatory concentration of 15 ng/mL) were assessed. THCCOOH concentrations peaked 4-6 h after cannabis administration. Median maximum concentrations (Cmax) for THCCOOH were qualitatively higher after administration of vaporized cannabis compared to equal doses of smoked cannabis. Urine THCCOOH concentrations were substantially lower in this study relative to prior examinations of experienced cannabis users. The highest agreement between IA and GC/MS was observed at the 50 ng/mL IA cutoff while sensitivity and specificity were highest at the 20 and 100 ng/mL IA cutoffs, respectively. Using federal workplace drug-testing criteria (IA cutoff of 50 ng/mL and GC/MS concentration ≥15 ng/mL) urine specimens tested positive in 47% of vaporized sessions and 21% of smoked sessions with active THC doses (N = 68). Urinary concentrations of THCCOOH are dissimilar after administration of smoked and vaporized cannabis, with qualitatively higher concentrations observed after vaporization. Infrequent users of cannabis may excrete relatively low concentrations of THCCOOH following acute inhalation of smoked or vaporized cannabis.

Is Noise From Suctioning Harmful to Surgeons' Hearing?

A growing concern in the community of oral and maxillofacial surgeons (OMSs) is the progressive hearing loss that has become more evident in older surgeons. Very few studies have focused on the effects on a surgeon's hearing based on his or her environment. The purpose of this study was to investigate whether the noise produced by suction, compared with federal guidelines, could have a damaging effect on the hearing of OMSs. A CEM DT-8851 industrial high-accuracy digital sound noise level meter data logger (CEM Instruments, Bengal, India) was used to capture the sound intensities in various procedures.The sound meter was used to record the intensities of sound produced, in decibels, in clinics and operating rooms. The analysis was divided into different variables: non-drilling/suction (in which neither a drill nor suction was used but suction was on), suction, drilling, suction and drilling, suction and irrigation, and Yankauer suction. A total of 50 clinic and 50 operating room procedures were recorded, focusing on suction. The noise intensities captured were analyzed based on federal workplace standards. Compared with non-drilling/suction, all other noise exposures on average were greater in intensity and statistically significant with P<.0001.Both the maximum and minimum intensity recorded occurred during non-drilling/suction periods. Noise intensities exceeded 85dB only 0.04% of the time. The hypothesis that suction noise intensity would exceed federal guidelines was not supported and therefore was not accepted. However, it cannot conclusively be said that surgeons are not experiencing hearing loss due to their work-related noise exposure. The extent to which OMSs are exposed to this type of setting could be the cause of their progressive hearing loss because federal guidelines are based on 8-hour workdays and 16hours of being in a quiet environment. A longitudinal study observing specific surgeons through a substantial period would perhaps be able to give more definitive results.

“Suddenly, it was a real thing”: The Feminist Fight for Equal Opportunities in the Canadian Broadcasting Corporation, 1971-1981

Following the recommendations of the Royal Commission on the Status of Women in 1970, feminist activists spent the next decade fighting for gender equity in federal workplaces, including the Canadian Broadcasting Corporation. They argued that equal opportunity in hiring and promotions would lead to more equitable and accurate representations of Canadian women on the air. After several encounters with these determined activists inside and outside of the Crown corporation, the CBC became an equal opportunity employer and adopted an affirmative action policy, while maintaining its own limited, corporate goals.

Air-Conditioning Comes to the Nation's Capital, 1928–60

The classical architecture of Washington, D.C., has received much historical attention, but little attention has been paid to the mechanical systems that made these buildings habitable in the capital city's notoriously hot and humid summer climate. In Air-Conditioning Comes to the Nation's Capital, 1928–60, Joseph M. Siry describes how comfort air-conditioning first appeared in the U.S. Capitol building, in the chambers of the House of Representatives and the Senate, in 1928–29. From the 1930s on, air-conditioning systems were extended to the whole of the Capitol, the Senate and House office buildings, the Federal Triangle, and beyond. All of these projects involved the integration of equipment for heating, ventilating, and cooling into the spatial and structural forms of these mostly classical buildings. Air-conditioning had major implications for the annual operations of Congress and the efficiency of federal workplaces. This account advances the historiography of mechanical systems in modern architecture.

Fostering Employee Cooperation Behavior in the Federal Workplace: Exploring the Effects of Performance Management Strategies

The purpose of this study was to discover how performance management strategies foster cooperative behavior as a means of producing better outcomes. Using multiple data from the 2010 Federal Human Capital Survey provided by the U.S. Office of Personnel Management via its FedScope data portal and Federal Human Resource Data, we tested hypotheses that considered both individual- and agency-level factors in individual cooperative behaviors. This study highlights how performance management strategies promote employee cooperation such that the management practice is taken for granted; however, there is no research that examines the relationship between them. This investigation confirms several performance practices existing between and within the federal agencies. Managers can learn from the evidence provided and apply these strategies to induce cooperative behaviors that help to achieve organizational goals and improve organizational performance. The results reveal that performance management strategies display positive and nonlinear relationships with employee cooperation.

Feasibility of Online Nutrition Education in the Workplace: Working Toward Healthy Lifestyles

ObjectiveDetermination of feasibility of online nutrition education in the federal workplace. DesignPretest–posttest pilot study with data collection occurring from September to December, 2016. SettingTwo US Department of Agriculture workplaces. ParticipantsConvenience sample of 26 federal government employees. Posttest response rate was 85% (22 of 26 employees). InterventionA 12-week online nutrition education program designed and taught by registered dietitian nutritionists. Variables MeasuredProgram component satisfaction, use, and understanding ratings and clinical measures including body composition, blood pressure, and skin carotenoid level (biomarker for fruit and vegetable intake). AnalysisPaired t tests to determine whether significant changes occurred after the intervention. ResultsMean number of class videos viewed and program components used were 7 and 5 (out of 12 for both). Mean program component ratings ranged from 4.0 to 4.7 (n = 12, maximum score of 5) for the surveyitems motivated/helped me to eat healthier. Statistically significant decreases were observed in body mass index, percent body fat, and visceral fat level. Conclusions and ImplicationsOnline nutrition education in the federal workplace is feasible for some employees as evidenced by the program components’ high satisfaction and understanding ratings and high retention rate. Limited evidence was apparent for the intervention's positive impact on health outcomes.

Toxic leadership in defense and federal workplaces: sabotaging the mission and innovation

PurposeMilitary officers and government officials have a duty to serve selflessly, without personal bias or favoritism, demonstrating effectiveness and the efficient use of resources for the safety, security and thriving of the people. However, some abuse subordinates for personal or professional gain. The purpose of this paper is to discuss toxic leadership, its cost, effects and impact and provides recommendations for prevention and intervention.Design/methodology/approachBased on survey research of a convenience sample of military and federal government students at the National Defense University, the paper does not allow for generalizability, but presents patterns and trends in descriptive statistics.FindingsThe sample of 186 reported an average of 2.9 toxic leaders in an average of 18.3 years of service. Student observations of the most toxic leader they served identified high prevalence of all toxic behaviors with the most prevalent being a lack of self-awareness, a negative interpersonal style, suspicion of others, passive hostility, defensiveness, refusal to allow dissent and shaming and blaming. The frequency and degree of impact on targets, witnesses, and teams of toxic leadership were significant, especially in avoidance, worry, and decreased contribution, motivation and productivity.Practical implicationsThese results indicate that toxic leadership degrades military performance and readiness and government efficiency. Organizations can effectively address toxic leadership through purposeful, cultural reinforcement and leader development, increasing efficiency and reducing waste.Originality/valueAlthough civilian and public research exists, this is the first and only such research in the military and federal government and lays a foundation for further study of these organizations.

DHS: Regulatory agenda • DOL: Final rule on overtime regulations; tip pooling rule; fiduciary rule; small business health plans; disability plan regulations; miscellaneous • DEPARTMENT OF TRANSPORTATION • EEOC: EEO‐1 reports; wellness rules; miscellaneous • NATIONAL LABOR RELATIONS BOARD: Election rule • OSHA: Final rule to modernize injury data collection; increase civil penalties

While the significance of the further rollback of Obama Administration regulations cannot be discounted, just as significant has been the absence of new federal workplace regulations. Just as in A. Conan Doyle's classic story, The Adventure of Silver Blaze, the absence of the “barking dog” may prove to usher in a new era for employers and employees.