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This article provides a formal framework for the analysis of the impact of international migration in the presence of remittances. The discussion differentiates between temporary and permanent migration and between the effects of remittances that raise investment and those that raise consumption spending in the source country. Changes in prices, income distribution and national welfare are examined.

This chapter provides a statistical analysis of the determinants of attitudes toward foreigners displayed by Europeans sampled in Eurobarometer surveys in 1988 and 1997. Those who compete with immigrants in the labor market are more negative toward foreigners. An increased concentration of immigrants in neighborhoods increases the likelihood of negative attitudes. Racial prejudice exerts a strong influence on anti-foreigner sentiment. Greater racial prejudices, and the decline in the strength of educational attainment in reducing negative attitudes toward foreigners, contribute to the increased anti-foreigner attitudes between 1988 and 1997.

Homophily, or the tendency for individuals to be attracted to those who resemble them, is significantly influential in the formation of startup founding and top management teams. But its role in subsequent stages of startup growth remains largely unclear. We consider the impact of homophily on matching of early workers to startups. We propose that, in the case of underrepresented minority groups, the tendency toward homophily plays an important role in this matching process, albeit in an asymmetric way. In particular, homophily exerts a stronger influence on the supply than the demand side: job candidates are more inclined to favor startups with demographically similar founders than startup founders are inclined to favor demographically similar job-seekers. Focusing on an important group of historically disadvantaged workers – women – we examine these arguments using unique data on the online recruiting of high-tech startups concentrated in the Silicon Valley. We find evidence suggesting that female candidates' propensity to apply to a job at a given startup increases with the proportion of female founders. However, startups with a higher proportion of female founders are not more likely than other startups to favor female candidates in personnel selection.

This introduction provides an overview of the discourse on alternative agrifood movements (AAMs) to (1) ascertain the degree of convergence and divergence around a common ethos of alterity and (2) context the chapters of the book. AAMs have increased in recent years in response to the growing legitimation crisis of the conventional agrifood system. Some agrifood researchers argue that AAMs represent the vanguard movement of our time, a formidable counter movement to global capitalism. Other authors note a pattern of blunting of the transformative qualities of AAMs due to conventionalization and mainstreaming in the market. The literature on AAMs is organized following a Four Questions in Agrifood Studies (Constance, 2008) framework. The section for each Question ends with a case study to better illustrate the historical dynamics of an AAM. The literature review ends with a summary of the discourse applied to the research question of the book: Are AAMs the vanguard social movement of our time? The last section of this introduction provides a short description of each contributing chapter of the book, which is divided into five sections: Introduction; Theoretical and Conceptual Framings; Food Sovereignty Movements; Alternative Movements in the Global North; and Conclusions.

The purpose of this paper is to (a) distinguish the structural designs, and (b) examine the relationship between structure and effectiveness in American sport organizations. Formalization, centralization, and specialization were examined to determine the structural designs. Senior level administrators from National Collegiate Athletic Association Division I (N = 86) departments completed an electronic questionnaire. Cluster analysis was used to group departments according to the three dimensions of structure. Results demonstrated the presence of two structural designs—the Simple Structure and the Enabling Structure. MANCOVA procedures showed differences between departments in athletic achievement, but not in the education of student athletes. Discussion of the findings and future directions are presented.

This chapter analyzes spatio-temporal patterns of female homicides in Mexico during the period 1990 to 2018. It analyzes socio-demographic and geographical characteristics of female homicides from which it is possible to apply statistical methods that identify regions with high incidence rates that persist over time. It is also discussed the growing participation of civil society organizations (CSOs) and its role on establishing accountability mechanisms and the developments of public policy programs in light of the poor institutional capacity of the Mexican state to address this problem. The findings here described suggest a demographic and geographic spread of female homicides – that is, the phenomenon of violence against women has reached more significant socio-demographic segments whose incidence covers a greater territorial extension. Furthermore, it is argued that despite the strategies implemented by the federal and local government on addressing the problem, the results are far from being acceptable. As argued, this calls for a nationwide initiative, the involvement of international agencies, and the consolidation of women’s empowerment though participatory mechanisms in all aspects of public life.

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.