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Informed by austerity politics, struggling school districts have closed buildings to pursue cost savings. We investigate the factors affecting which schools are shuttered, proposing that the share of students with an Individualized Education Program (SIEP) influences the way building utilization is measured because of the different instructional spaces required. We examine the case of elementary schools in Chicago, where 44 of 402 schools were closed in 2013. Simulating administrative decision-making parameters with a logistic regression model and demographic, student, and school data, we find that Chicago Public Schools was more likely to close school buildings with higher shares of SIEPs. Such punitive measures reflect the politics of austerity and disposability, leaving students with disabilities, particularly those in low-income neighborhoods of color, with fewer educational options. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore the relationship between facilities managers' human values, organizational pride and work outcomes, with the aim of discovering ways to boost their work outcomes. Design/methodology/approach: A two-pronged research design comprising an online survey followed by in-depth interviews was adopted. Partial least square structural equation modeling (PLS-SEM) was used to model the data. Findings: All 18 human values and 7 organizational pride emotions are present to a significant extent in facilities managers. The PLS-SEM showed that human values positively affect work outcomes of facilities managers significantly. In addition, work outcomes are further boosted when organizational pride is present. Research limitations/implications: The degree of human values that an individual possesses may not be easily measured using a five-point Likert scale as there might be social desirability bias. Practical implications: The implication is that organizations should select and hire facilities managers with high human values and introduce programs and initiatives to improve facilities managers' organizational pride as these lead to higher work outcomes. Some recommendations on how to achieve these are provided. Originality/value: The findings extend existing knowledge by empirically showing the mediating influence of organizational pride on the relationship between human values and facilities managers' work outcomes. When organizational pride is present, work outcomes of facilities managers is boosted. [ABSTRACT FROM AUTHOR]