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The purpose of this study is to examine relevant demographic and socio-economic factors as they relate to progress towards intercultural communicative competence (ICC) and intercultural sensitivity for ethnic-minority Latinx middle school English learners (ELs) using a mobile-assisted funds-of-knowledge-featured writing practice.

Through the theoretical lens of funds of knowledge, this three-year study implemented a survey-based quasi-experimental design centered on the Latinx ELs’ ICC development with the implementation of an intercultural sensitivity questionnaire (Chen and Starosta, 2000). The authors first investigated the relationship between ELs’ intercultural sensitivity and associated demographic and socio-economic factors. The authors then examined the changes of ELs’ intercultural sensitivity. Over ten weeks, the intervention group completed five funds-of-knowledge-featured narrative essays using pen and paper and mobile-based writing tools alternatively.

Findings indicated that ELs’ intercultural sensitivity increased as they advanced to a higher-level grade from sixth to eighth. The embedded mobile-assisted funds-of-knowledge writing practice as intervention promoted ELs’ intercultural sensitivity in interaction engagement, respect of cultural differences, interaction enjoyment and interaction attentiveness. Among the variables, interaction enjoyment was portrayed the most. ELs who reported not speaking English at home were statistically significant in this experiment.

This study acknowledges the robust and variance of funds of knowledge as a niche to address the interculturality and hybridity of ELs’ cultural practices accumulated through Latinx ELs’ family socialization and social development using mobile-assisted writing practice. This study could provide implications for optimizing inclusive experience to promote computer-assisted language learning in a contemporary, postcolonial global world.

The purpose of the present study is to contribute to the debate on innovative work behaviour (IWB). Employees are expected to exhibit innovative behaviour that can realize, sustain and implement new ideas. This study explores the role of workplace spirituality (WPS) in advancing employees' innovative work behaviour (IWB). Furthermore, this study investigates how employees' perceived working conditions moderate the relationship between WPS and IWB.

The sample comprised 516 employees working in different supply chain companies in India. The researchers used correlation, hierarchical regression analysis and the PROCESS macro in SPSS.

The results highlighted that the four measurements of WPS (Swadharma, a sense of community, authenticity and Lokasangraha) significantly predict IWB among employees of selected companies. Also, the results suggested the significant moderating effects of decision authority, social support and autonomy on IWB.

Drawing from broaden and build theory and theory of intangible resources, the present study demonstrates that WPS positively impacts the employee's IWB. Further, this paper also shows the moderating effects of three dimensions of perceived working conditions between WPS and IWB, which is under-explored in previous research.

This study aims to analyze the relationships between cultural orientation and normative knowledge, in a direct and moderate way, on the whistleblowing intentions of accountants from Hispanic American countries.

This study used responses from a sample of 410 accountants, preparers and auditors of financial statements from Hispanic American countries. Descriptive statistics, nonparametric tests and structural equations with partial least squares algorithm were applied for data analysis.

The results emphasized the cultural positioning of horizontality, in which an individual perceives themselves as equals to their colleagues, allowing discussions on various aspects of individual behavior. The knowledge variable is proved to be important in explaining the intention to report and can also moderate the influence of cultural variables on intentions.

These findings contribute to the literature by offering a clearer definition the normative knowledge variable, and to organizations, which can explore the research’s evidence to improve their training and qualification programs, thereby generating significant knowledge for their employees.

Whistleblowing is the main tool for identifying organizational frauds, but it is differently perceived in several cultural contexts. The results demonstrated the ethical cultural positioning of these Hispanic American professionals in relation to cultural aspects of other countries. Some studies highlight knowledge as a relevant factor in the organizational environment, but this study innovates by testing and demonstrating its impact on whistleblowing and culture.

This study explores information behavior and perception and vaccination among America's three largest ethnic minorities, Hispanic, Black/African American and Asian, in COVID-19 context. Information behavior and perception are investigated from cultural and demographic characteristics, while vaccination is explored from COVID-19 related information behavior and utility/value of COVID-19 vaccine information.

Using Qualtrics survey panel, a national survey of America's Hispanic, Black/African American and Asian population was conducted to better understand the impact of cultural and demographic factors on COVID-19 related information. Data were collected in Fall 2021. Multiple and logistic regression were conducted to analyze data.

Results show that cultural factors (i.e. cultural identity, social identity, social capital and religiousness) exert significant impact on information value and seeking across all three minority groups, while some demographic factors, Republicanism and age, also significantly predict COVID-19 related information seeking and value for Black/African Americans and Hispanics, but less for Asian Americans. Lastly, information value was found to significantly predict vaccine status, willingness and eagerness, the three facets of vaccination as conceptualized in this study, for top three racial/ethic minorities.

The finding of this study reveal that there are variations in terms of the level and type of attachment to one's culture/social group in COVID-19 informational context. Between the three groups, granular differences were observed regarding the relationship between cultural factors and perceived COVID-19 information value. While cultural identity is most associated with African Americans, social capital is most evident for the Asian Americans, but social identity was the strongest predictor among Hispanics. Thus, this study offers important strategic insights into a unique population sample to better understand the impact of COVID-19 related information perception and vaccination implication.

This study aims to understand the utility of personas and illustrate, through a case study, how a persona-building exercise in a Community Based Prevention Marketing (CBPM) training of community leaders elicited important insights that complemented findings from ongoing formative research on vaccine hesitancy in the Hispanic/Latino population in the USA during COVID-19 pandemic.

An exploratory concurrent parallel qualitative study design compared three personas created by community-based organization members (n = 37) to transcripts from five formative research focus groups (n = 30) from the same project. All participants in this study were recruited by the National COVID-19 Resiliency Network as part of their capacity-building and formative research activities. Grounded theory guided the content analysis.

This study found personas and focus groups to be complementary. A high degree of co-occurrence was observed when investigating the uptake of the COVID-19 vaccine under the categories of barriers, culture and communication. Between the two methods, the authors found strong associations between fear, disruption to the value system, work-related barriers, inaccessibility to health care and information sources and misinformation. Areas of divergence were negligible.

While personas provided background information about the population and sharing “how” to reach the priority population, focus groups provided the “why” behind the behavior, followed by “how”.

A community-driven persona-building process built on cultural community knowledge and existing data can build community capacity, provide rich information to assist in the creation of tailored messages, strategies and overall interventions during a public health crisis and provide user-centered, evidence-based information about a priority population while researchers and practitioners wait on the results from formative research.

This case study provided a unique opportunity to analyze the complementary effectiveness of two methods acting in tandem to understand the priority population: stakeholder-informed persona-building and participant-informed focus group interviews. Understanding their complementary nature addresses a time gap that often exists between researchers and practitioners during times of crises and builds on recommendations associated with bringing rigor into practice, promoting academic contribution to real-world issues and building collaborative partnerships. Finally, it supports the utility of a nimble tool that improves social marketers’ ability to know more about their audience for intervention design when time is of the essence and formative research is ongoing.

This chapter tackles the tension between equity and excellence that critics often highlight in opposition of diversity initiatives and efforts in the higher education employment setting. We present several arguments that respond to the assumptions undergirding these criticisms, by drawing on prior research to emphasize that equity and excellence are not mutually exclusive. Furthermore, we present new evidence from a national sample of Black and Hispanic Engineering Faculty (BHEF) (n = 68) to argue that their racialized work experiences promote exclusive environments that serve to sustain their underrepresentation and marginalize their performance contributions. We conclude with a new direction for how to cultivate inclusive work environments in higher education.

This qualitative study focused on how girls' high school coaches in the United States Southwest thought about Latina teens' participation in school sports. Semi-structured interviews with coaches (4 women, 11 men) indicated they continue to rely on cultural (deficit) discourses implicating girls' families and culture when discussing Latina teens' sports participation. Coaches suggested that Latina teens' parents do not see the value of sports for girls, do not view sports as a pathway to college, are not involved or interested in their daughters' participation for cultural reasons, and are overly productive. These conceptualizations shape coaches' recruitment and pedagogical strategies within school sports contexts. More critical reflections could aid coaches and schools in developing more adaptive school contexts and strategies to better meet the needs of Latina teens and their families.

In this chapter, we present critical race theory (CRT) with a focus on Latino critical theory (LatCrit) and its impact on Latinx educators, Latinx youth, and Latinx communities. We focus on identity inclusion and Latinidad as a way to increase critical consciousness of educators and Latinx youth, language rights, and feminist pedagogies of resistance. LatCrit frameworks are used as transformational resistance and afford a productive platform for developing critical understandings of the educational experiences of Latinx youth. We discuss relationships and community through the alignment of LatCrit and critical pedagogy and the application of critical theory and community-responsive pedagogy in increasing equitable outcomes in educational settings that support Latinx youth and families. We provide recommendations to address the challenges Latinx youth face and how Latinx educators can continue to support youth through a LatCrit framework, and a summary of possible solutions to consider. We close with some reflection and dialogue questions.

With the rising concern for employment equity, accompanied by the potential for social media backlash and boycotts of company brands, products, and services, organisations are focussing on equality, diversity, and inclusion (EDI) in the workplace. They develop programmes and initiatives and allocate resources to these efforts. While there has been some progress, companies have also faced challenges that stymied the effectiveness of those programmes and the intended outcomes for their organisations. Based on in-depth interviews with 28 employees of organisations in various industries, this chapter identifies challenges at three levels based on employee perceptions. The findings categorise these challenges at the individual employee (micro) level, the organisational (meso) level and the national (macro) level. Furthermore, the findings suggest steps to remove some of those challenges, or at least minimise their negative impact on organisational EDI policies and practices.

Current events such as the #metoo and #timesup movements have ushered in an era of heightened awareness of sexist organizational climate. Increasingly, supporters have called for top-down changes, demanding that organizations embrace a culture of accountability. Accordingly, the current study proposed and investigated the concept of benevolently sexist organizational climate and explored the impact on women's state self-esteem, while testing for the potential moderating effects of power and gender.

The current experimental study utilized a video video-based manipulation to introduce benevolently sexist organizational climate with a 2 (content of communication) x 2 (gender of communicator) x 2 (status of communicator) between-subjects design. The hypotheses were tested using an analysis of variance moderation model, based on a sample of 652 women.

Results indicated a significant two-way interaction between benevolently sexist organizational climate and power on self-esteem. Specifically, results suggested that benevolently sexist organizational climates have a greater negative impact on women's self-esteem when a supervisor communicates the information on the climate as opposed to a coworker.

Benevolently sexist climate had a deleterious impact on women's organizational outcomes especially when communicated by a supervisor. These findings can be used for guidance on the development of training and interventions targeted at mitigating the prevalence of benevolently sexist workplace climate.

This study was the first to propose the concept of a benevolently sexist organizational climate. Additionally, the study demonstrated the negative impact of a benevolently sexist organizational climate on women's state self-esteem providing important implications for organizations. Further theoretical and practical implications are discussed.