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While the term “humanities” is not in itself a particularly contentious one among academics, the addition of the term “digital” creates all sorts of problems, even the superficially illogical contention that digital humanities are not humanities at all. The fundamental rupture between digital and print humanities lies in the turning of a materialist, object-oriented analysis upon the practices of humanistic scholarship. That is, in their newness, the digital humanities are unsurprisingly self-reflective about the materiality of their scholarly practices. This self-reflection has been largely absent from traditional humanities where we had all but naturalized the material composition of dissertations, journal articles, monographs, and so on. As a result, even as we continue to pursue traditional scholarly methods, it becomes increasingly difficult to do so without a self-reflective awareness of the historical-material contingency of these practices. In short, they are no longer the same. To explore this issue, this chapter takes up assemblage theory, and actor-network theory to investigate the intersection of mobile technologies and social media in the digital humanities including conference backchannels and networked research communities mediated through Twitter, Google Buzz, and similar applications. The chapter considers how, even for those who continue to publish in traditional genres on traditional subjects, the development of these digital assemblages are transforming compositional practices.

Changes in the traditional values, institutional context, and choice of change programs are currently shaping the postmodern science and practice of organization development (OD). These changes manifest themselves in powerful new value orientations, intervention frameworks, and practices that challenge OD's long-held beliefs in ethical and justice-based treatment. In this effort, traditional and new paradigm ethical dilemmas are explored, as well as their relationship to four postmodern practices and five emergent intervention techniques. Components of distributive, procedural, and interactional justice are explained relative to change management programs generally, and to emergent techniques specifically. Published case illustrations are used to depict new paradigm ethical dilemmas and opportunities to create a “just change.”

This paper uses two complementary approaches to estimate the effect of right-to-work (RTW) laws on wages and unionization rates. The first approach uses an event study design to analyze the impact of the adoption of RTW laws in five US states since 2011. The second approach relies on a differential exposure design that exploits the differential impact of RTW laws on industries with high unionization rates relative to industries with low unionization rates. Both approaches indicate that RTW laws lower wages and unionization rates. Under the assumption that RTW laws only affect wages by lowering the unionization rate, RTW can be used as an instrumental variable (IV) to estimate the causal effect of unions on wages. In our preferred specification based on the differential exposure design, the IV estimate of the effect of unions on log wages is 0.35, which substantially exceeds the corresponding OLS estimate of 0.16. This large wage effect suggests that RTW may also directly affect wages due to a reduced union threat effect.

Aesthetic labour explains how employees are required to look and sound the part in many contemporary workplaces. That such corporeality affects workers' employment prospects, including career progression, is now well documented in research. As such, it can result in employment discrimination based on physical features, more commonly known as ‘lookism’. However, very few jurisdictions proscribe lookism, and little is known about the efficacy of those that do. Based on archival research, this chapter examines the procedures and operation of physical features inclusion in an Equal Opportunity Act in one jurisdiction that does proscribe ‘lookism – the state of Victoria in Australia. As the first analysis of such laws, the chapter provides an important opportunity to assess the efficacy of legal attempts to address employment discrimination based on employee appearance. In so doing, it draws out lessons about the legal challenge to lookism.