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The purpose of this paper is to investigate the association of social networks with being in work, contrasting those under age 50 with those over 50 years.

A case study is undertaken of a local labour market in Scotland. Data were collected by interview using a semi‐structured questionnaire from 194 people divided into four groups. Data include information on individuals' socio‐economic characteristics and on their networks. A four‐way comparison is made by age and employment status.

Those in work have denser social networks populated with members with higher social and human capital. For those over 50 years, the more contacts one has with higher prestige employment positions (a proxy for social capital), and the stronger the ties with these contacts, the more likely that one is to be in employment. For those under 50 years, their own qualifications and the number of contacts are important.

This work adds to both research on employability and social networks.

The over 50s tend to be the age group that is most likely to be not in employment and as populations age there is a need to ensure that barriers to employment against those over 50 are reduced. Finding routes to reduce unemployment will also help combat social exclusion.

This is in the combination of a social network approach with age cohort analysis to give insight into how social capital is associated with being in employment.

Border crossing between systemic and racial identity theories can contribute to systemic research on Black therapists work with White families.

Questionnaires were used to gather data from 29 Black, Asian and Mixed Heritage therapists in order to test the significance of variables associated with transgenerational advice, socialisation experience, professional training and therapists’ perception of successful outcomes (n=29). The study concluded that White clients were associated with the contact and disintegration statuses at the beginning of therapy, and that Black therapists were associated with being at least two racial identity statuses in advance of their White clients. In addition, results showed that there was a significant association with eye contact and White clients across all racial identity statuses in therapy, and that the therapist’s age was significantly associated with therapeutic experiences, length of therapeutic practice and the belief in working with unintentional racism in therapy. The outcome of this study will have policy implications in terms of clinical practice and supervision.

The purpose of this paper is to describe the programs of status leveling – such as through the elimination of executive washrooms, reserved parking, and so forth – are a taken‐for‐granted feature of many workplace involvement and quality improvement programs, yet no prior research has investigated the presumed effects.

This conceptual paper enumerates devices commonly used to level status in organizations, and presents a number of propositions intended to capture the major effects. The paper draws on extant literatures from social psychology, sociology, and organizational theory to account for processes and effects of leveling.

Leveling devices lead to several proximate outcomes: increased cross‐status interaction and contact, literal blurring of status, role flexibility, and low power distance perceptions. These in turn mediate the relation between leveling and several broader organizational outcomes, including distributive justice based upon equality, community, communication, and empowerment. Factors moderating the effects of leveling are explored.

While the salutary effects of leveling tend to be taken for granted, it is possible to specify how leveling generates specific behavioral, attitudinal, and performance related outcomes. The model should be empirically tested.

The findings provide managers with a fine‐grained understanding of this important set of organizational practices.

No prior scholarship has focused on this most important topic.

Purpose – The introductory chapter to this special issue highlights contemporary scholarship on networks, work, and inequality.Methodology – We review the last decade of research on this topic, identifying four key areas investigation: (1) networks and hiring, (2) networks and the labor process, (3) networks and outcomes at work, and (4) networks and institutional dynamics.Findings – Social networks play an important role in understanding the mechanisms by which and the conditions under which economic inequality is reproduced across gender, race, and social class distinctions. Throughout the review, we point to numerous opportunities for future research to enhance our understanding of these social processes.

The effect of the load on the tribological properties of Si₃N₄-hBN sliding against Si₃N₄ were investigated under dry and water lubrication condition.

Using a MMU-5G type pin-on-disc friction and wear tester.

Under the dry friction, the wear mechanism was dominated by ploughing and abrasive wear, and the contact status was elastic contact under the load less than 25 N. With the increase of the load, the friction coefficient decreased; the main wear mechanism was fatigue fracture, and the contact status turned into plastic contact. Under water lubrication, effective lubrication film could be produced on the worn surface, and it had a function of fluid lubrication under the load less than 15 N. With the increase of the load, the pin and the disc came into direct contact, and the friction and wear of the pairs were aggravated; the wear mechanism changed from chemical wear into abrasive wear and brittle spalling.

The study on the effect of the load on the tribological properties of Si₃N₄-hBN sliding against Si₃N₄ was investigated under dry and water lubrication condition in the way of contact stress.

Banks (1994) names prejudice reduction as one of five dimensions of multicultural education. Although children develop prejudicial beliefs, attitudes, and values at young ages, research demonstrates that when multicultural knowledge and values are combined with intergroup contact, prejudice is often reduced. In this article, I connect multiple literatures in order to present an overarching picture of prejudice and its reduction in classrooms. First, I describe some negative impacts of prejudice and how prejudice develops at very young ages. Second, utilizing another of Banks’s dimensions of multicultural education, I describe the knowledge construction process as a necessary factor in prejudice reduction. Finally, intergroup contact theory and complex instruction are described as a guide for reducing prejudice in classrooms.

This paper attempts to discover whether or not social networks work in the same way in different sectors of the labour market in the same society, using data from the 2008 Asian Social Survey. Labour markets in some societies are segmented; there are two segments in the labour market, namely, the core sector and the peripheral sector. The practices of each sector differs from the others. Some sectors employ CME labour markets, while others favour LME labour markets (Kanbayashi and Takenoshita, 2014). In other words, we can find both CME and LME labour market in one society.

Since Granovetter’s (1973) pioneer study, scholars are interested in investigating in what way social network influence our job searching outcomes. However, these researchers have not yet yielded consistent results. Scholars argue that the institutional context of labour market can shape the network impacts on our job search outcome (Chen, 2014; Chua, 2011).

Surprisingly, this paper finds that there is no room for the use of personal contact in the public sector in both China and Japan. But, mean status is positively related to annual income in the private companies sector in both Japan and China. The significant influences of mean status in the private sectors in both China and Japan reflect the reinforcing of existing social inequality structure. This is because as the status of contact can facilitate respondents' job attainment process, those who are already in higher social status are more likely than those who are in the bottom of the social strata, to get a better job with the help from their network members.

The above findings show us that social network can exert various impacts on people's job searching process even in the same society. This is because it is possible that the labour market are segmented. These segments have very different practices. This difference attributes to the inconsistent findings of network effects on occupational attainment process. Therefore, it is essential to locate which labour market respondents are in, and the features of this labour market. This can help us know more about the use and effectiveness of network in different types of labour markets.

Services marketing research continues to be largely focused on firms’ reactive interactions for recovering from service failure rather than on proactive customer interactions that may prevent service failure from occurring in the first place. Building on previous studies that assess the efficacy of implementing proactive interaction in service provision contexts, the purpose of this paper is to compare the influences of proactive interaction to prevent service failure and reactive interaction to correct service failure on customer emotion and patronage behavior. Since proactive interaction for service failure prevention is a relatively underexplored and resource-intensive approach, the authors also assess the moderating influences of customer and firm-related characteristics.

The study hypotheses are tested with survey data from two scenario-based experiments conducted in a retail setting.

The findings reveal that customers prefer service providers that take the initiative to get to them before they have to initiate contact for themselves. The findings also identify the moderating influences of relationship quality, situational involvement, and contact person status and motive.

The research contributes to the development of service provision theory and practice by expanding on previous studies which report that proactive efforts to prepare customers for the adverse effects of service failure are favorably received. The results also shed light on moderating factors that may further inform the exploitation of resource-intensive proactive interaction for service failure prevention. An agenda is proposed to stimulate future research on proactive customer interaction to prevent service failure in service provision contexts.

The COVID-19 pandemic represents a unique challenge for public health worldwide. In this context, smartphone-based tracking apps play an important role in controlling transmission. However, privacy concerns may compromise the population’s willingness to adopt this mobile health (mHealth) technology. Based on the privacy calculus theory, this study aims to examine what factors drive or hinder adoption and disclosure, considering the moderating role of age and health status.

A cross-sectional survey was conducted in a European country hit by the pandemic that has recently launched a COVID-19 contact-tracing app. Data from 504 potential users was analyzed through partial least squares structural equation modeling.

Results indicate that perceived benefits and privacy concerns impact adoption and disclosure and confirm the existence of a privacy paradox. However, for young and healthy users, only benefits have a significant effect. Moreover, older people value more personal than societal benefits while for respondents with a chronical disease privacy concerns outweigh personal benefits.

The study contributes to consumer privacy research and to the mHealth literature, where privacy issues have been rarely explored, particularly regarding COVID-19 contact-tracing apps. The study re-examines the privacy calculus by incorporating societal benefits and moving from a traditional “self-focus” approach to an “other-focus” perspective. This study further adds to prior research by examining the moderating role of age and health condition, two COVID-19 risk factors. This study thus offers critical insights for governments and health organizations aiming to use these tools to reduce COVID-19 transmission rates.

A large body of literature focuses on ways that learning experiences in colleges of education can combat racist stereotypes while promoting cultural competence. However, because limited research investigates how student research projects (e.g., master's theses and doctoral dissertations) can accomplish these same purposes, additional studies are needed. For this reason, the current exploratory mixed methods study addressed the following research question: “How does the racial identity development of doctoral students from colleges of education align with their experiences of conducting dissertation studies focusing on racial and/or ethnic dynamics in schools, universities, or human service agencies?” The research team used well-established scales to measure the racial identity development of Black and White participants. The team also conducted a series of three interviews with each participant to learn about how racial identity statuses contributed to and responded to the experience of conducting dissertation research with a focus on racial and/or ethnic dynamics. Analysis of interview data pointed to the salience of “advocacy” in the experiences of participants. Advocacy connected to doctoral research by affording opportunities for personal advancement and by affording opportunities to promote social change. Further interpretation revealed differences in the importance of the two types of advocacy for White and Black participants, especially in consideration of their racial identity statuses. Despite such nuances, the experience of conducting dissertation research reinforced all participants’ previous commitments to social justice and advocacy, but it did not help them develop more wide-ranging and systematic strategies for working as advocates of social justice.