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There has been an increasing number of allegations of discrimination toward US employees and anecdotal indications of immigrant employee exploitation in the information technology sector. The purpose of this paper is to investigate if applicants’ work visa status causes native-born applicants to be treated differentially (less favorably) than foreign-born applicants.

A correspondence study design is used to observe differential screening processes by measuring the frequency of favorable job application responses received by foreign-born applicants compared to equally skilled native-born applicants.

Results from the study suggest that fictitious Asian foreign-born applicants who demonstrate the need for H-1B work visa sponsorship for employment receive significantly more favorable e-mail responses to job ads than US native-born applicants. Moreover, white native-born applicants are approximately 23 percent less likely than Asian foreign-born applicants to receive a request for an interview.

Because of the chosen method, the research results may lack generalizability. The hypotheses should be tested further by targeting more geographical locations, a variety of industries and using qualitative methods in future research.

The paper includes implications for hiring managers who wish to reduce their liability for employment discrimination and foreign-born job seekers wishing to manage their expectations of the recruitment process.

This paper fulfills an identified need to empirically study how the work visa status of job seekers affects early recruitment as increasingly more anecdotal evidence of immigrant exploitation and discrimination in the technology sector is reported.

Few studies examine how hiring discrimination can be an antecedent to the labor exploitation of immigrant workers. The main purpose of this paper is to advance the theoretical understanding of how the intersectionality of race and immigrant status affects differential hiring treatment, and how it affects job offers, job acceptance and hiring decision outcomes for immigrant job seekers.

The paper draws from theories on status and intersectionality, and literature on immigration labor and racial hierarchy, addressing the unequal power relations that underlie race and immigration status affecting the hiring process, to advance critical understandings of why immigrant job seekers accept positions where they may be exploited.

This paper provides a conceptual model to critically synthesize the complexity between race and immigrant status, and their effect on the experience of immigrant job seekers differently. Exploitation opportunism is introduced to better understand the mechanisms of hiring discrimination among immigrant job seekers to include the role of race, immigrant status, economic motivations and unequal power relations on the hiring process.

The framework for exploitation opportunism will help employers improve the quality and fairness of their hiring methods, and empower immigrant job seekers to not allow themselves to accept subpar job offers which can lead to exploitation.

The paper provides an original analysis of immigrant job seekers' experience of the hiring process that reveals the intragroup differences among immigrants based on race and status, and the decision-making mechanisms that hiring managers and immigrant job seekers use to evaluate job offers and job acceptance.

The purpose of this paper is to propose that #MeToo is a social movement which has been more effective in changing norms around and increasing understanding about the prevalence and destructiveness of sexual harassment than decades of laws and organizational policies have been.

The paper uses communication, management and psychology literature on social media, public shaming and social movements to propose that #MeToo is a social movement that has changed perceptions of and knowledge about sexual harassment and assault. #MeToo provides voice to previously silenced targets and incentives for individuals to avoid perpetrating harassment and for organizations to deter sexual harassment at work and sanction it if it occurs.

The paper discusses individuals who have been publicly shamed and terminated for bigoted behavior outside of work, and organizational leaders who have been ousted after social media postings, as organizations attempt to distance themselves from the perpetrators of bigotry and sexual misconduct. Since #MeToo, some cities have passed laws prohibiting organizations from requiring sexual harassment targets to sign non-disclosure agreements.

Sexual harassment is associated with high individual costs and organizational costs, including costs of turnover, lost business and reputational damage. The #MeToo movement provides incentives for organizations to be more proactive and vigilant in their attempts to deter sexual harassment, and to appropriately address it when it occurs.

Sexual harassment has widespread effects on women’s daily lives and careers. #MeToo gives voice to harassment targets, changes norms of silencing them, and increases awareness of harassment as unacceptable, harmful behavior.

The paper positions #MeToo as a social movement, with the ability to change the seemingly intractable problem of sexual harassment in ways laws have not.

The purpose of this paper is to review the highlights of research on gender and diversity that was presented at the recent 2009 annual meeting of the Southern Management Association in Asheville, North Carolina.

The papers covering topics relevant to gender and diversity are summarized. The papers vary in terms of research design and methodology. There was a mix of conceptual papers and empirical studies using both quantitative and qualitative analysis.

Overall, the emerging trend of an increase in minority and women employees is becoming greater. Owing to this trend it is necessary for organizations to prepare themselves in order to accommodate and properly manage this workforce. Minority and women employees should also prepare themselves with strategies to combat discrimination at work in order to benefit fully from this emerging trend. Gender impacts the perceptions of both men and women employees, and associated outcomes may vary based on the type of job or position held by the employee. Religion is becoming more important to employees and their religious beliefs and level of spirituality may be linked to both individual performance and interdependent work outcomes.

The papers presented contribute to the body of research knowledge and better the understanding of the role that diversity plays in organizations. Ideas for future research and practical implications are also presented.

Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers’ job pursuit intentions (JPI) and attraction toward a firm.

A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBT-supportive or equal opportunity employment climates were manipulated.

The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes.

Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further.

The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers.

There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.

South Wales Police Mental Health (MH) Triage service was initiated to meet the Welsh Government MH priority of early intervention to prevent MH crisis. Community Psychiatric Nurses, based in the control-room, provide advice to police and control room staff on the management of MH-related incidents. The purpose of this paper is to evaluate the first 12 months of operation (January-December 2019).

Service evaluation of the first 12 months of operation (January–December 2019). Data were analysed in relation to: MH incidents; repeat callers; Section (S)136 use/assessment outcomes. Police, health staff and triage service users were interviewed and surveyed to capture their opinions of the service.

Policing areas with high engagement in triage saw reductions in S136 use and estimated opportunity costs saving. Triage was considered a valuable service that promoted cross agency collaborations. De-escalation in cases of mental distress was considered a strength. Access to follow-on services was identified as a challenge.

Triage enables a multi-agency response in the management of MH-related incidents. Improving trust between services, with skilled health professionals supporting police decision-making in real time.

There is a gap in the research on the impact of police-related MH triage models beyond the use of S136. This project evaluated the quality of the service, its design and the relationship between health, police and partner agencies during the triage process. Multi-agency assessment of follow-up is needed to measure the long-term impact on services and users.

The purpose of this paper is to propose two simple tools for the kinematic characterization of hexapods. The paper also aims to share the experience of converting a popular commercial motion base (Stewart‐Gough platform, hexapod) to an industrial robot for use in heavy duty aerospace manufacturing processes.

The complete workspace of a hexapod is a six‐dimensional entity that is impossible to visualize. Thus, nearly all hexapod manufacturers simply state the extrema of each of the six dimensions, which is very misleading. As a compromise, a special 3D subset of the complete workspace is proposed, an approximation of which can be readily obtained using a computer‐aided design (CAD)/computer‐aided manufacturing (CAM) software suite, such as computer‐aided 3D interactive application (CATIA). While calibration techniques for serial robots are readily available, there is still no generally agreed procedure for calibrating hexapods. The paper proposes a simple calibration method that relies on the use of a laser tracker and requires no programming at all. Instead, the design parameters of the hexapod are directly and individually measured and the few computations involved are performed in a CAD/CAM software such as CATIA.

The conventional octahedral hexapod design has a very limited workspace, though free of singularities. There are important deviations between the actual and the specified kinematic model in a commercial motion base.

A commercial motion base can be used as a precision positioning device with its controller retrofitted with state‐of‐the‐art motion control technology with accurate workspace and geometric characteristics.

A novel geometric approach for obtaining meaningful measures of the workspace is proposed. A novel, systematic procedure for the calibration of a hexapod is outlined. Finally, experimental results are presented and discussed.

The aim of the current study was to examine the previously unexplored relationship between positive reframing as a mediator between gratitude and technostress in Indian students. By examining this relationship, the authors aim to expand the theoretical domain of gratitude research by examining its potential influence on technology-induced stress.

A cross-sectional survey was used to collect and analyze data from 552 Indian college students who participated in graduate and postgraduate programs across various educational institutions in India. Regression and mediation analyses were performed with both IBM SPSS 25 and AMOS.

This study’s data suggest that positive reframing plays an important mediating role between gratitude and technostress. Gratitude also encourages positive reframing, which reduced technostress among the students. Taken together, our data showed that gratitude induces positive reframing, which in turn reduces techno-stress among Indian students in the current study.

The sample size in this study is relatively small in relation to the student population in India. The current study relied primarily on quantitative data and analysis and further research could use a mixed-method approach to better understand the underlying mechanisms between positive reframing, gratitude and technostress. The results are derived under an extreme coronavirus disease 2019 (COVID-19) pandemic situation; therefore, the results cannot be generalized to normal times.

The paper includes implications for teachers, academic leaders, parents and civil society.

Overall, the relationship between positive reframing, gratitude and technostress has not been thoroughly explored. To the best of the authors' understanding, this is the first study to examine the influence of gratitude on technology-induced stress and the role of reframing.

The purpose of this paper is to understand how and why accountants who moved from accounting firms to public service adapted their identities to reduce insecurity. The literature on accountant identity highlights insecurity caused by promotion criterion to partnership, which requires accountants to win new work for their employers and leads to overtime, as a serious problem which has permeated the accounting profession. However, there have been few studies that explore whether accountants who moved to the public service, where they have stronger job security and can enjoy work-life balance, have resolved the insecurity problem, although a neoliberalism turn accompanied by New Public Management-style reforms has increased the number of accountants in public service. Therefore, the authors of the current study aim to fill this gap in the literature by exploring the identity transitions of South Korean (hereafter Korean) accountants who joined the public service.

The authors theorise the nature of the process of identity adaptation with conceptual tools from Pierre Bourdieu, such as habitus and capital, and examine whether the accountants took a “vision-of-division” or a “di-vision” strategy in the public service to secure their identity. For this purpose, the authors interviewed accountants and their non-accountant colleagues, and investigated other written sources, such as newspaper articles and business cards.

The authors found that Korean accountants in Big-4 firms dealt with the same insecurity issues as accountants in western countries and perceived public service as an attractive alternative to remove this insecurity. However, accountants who joined the public service found themselves confronted with different types of problems, such as accounting/costing work being regarded as demeaning, which made their identity insecure. Therefore, some accountants took a di-vision strategy that makes the difference between themselves and typical public servants less visible by avoiding accounting/costing work, using bureaucratic designations and de-emphasising their accounting credentials. Accountants took this strategy because the symbolic value of their accountancy qualifications grew weaker over time, due to the increase in the number of qualified accountants, and because the public service field valued bureaucratic habitus and capital more highly than those of the accountants.

From a methodological aspect, the authors collected participants’ business cards and analysed which designations/credentials they chose in order to create a certain perception. This analysis helped the authors understand how accountants work on their identity by de-emphasising accounting credentials to secure their identity in an organisational field. In a theoretical dimension, the current study argues that the symbolic capital of accounting credentials is dependent on the organisational and social context in line with Bourdieu, and, contrary to Bourdieu, on the supply and demand in the professional labour market.

The purpose of this paper is twofold: first, to take stock of the current state of knowledge about inclusive value-chain development (VCD) in the context of international agricultural research; and second, to draw out the implications for future research and action.

This paper is based on a review of recent research papers authored by professionals affiliated with international agricultural research centers and their partners in Africa, Asia, and Latin America.

The studies reviewed in the paper identify the opportunities emerging from new and expanding markets for agricultural products and challenges to smallholder participation in these markets. It identifies key attributes of successful value-chain interventions, emphasizing the importance of combining value-chain approaches with other approaches, including those emerging from innovation systems and rural livelihoods frameworks. Methods are offered for evaluating complex value-chain interventions.

The paper summarizes the state of knowledge as of early 2016 in a dynamic field. Important contributions to knowledge may have been made since then.

The paper summarizes the state of knowledge in the field, and identifies emerging issues and policy implications, knowledge gaps, and priorities for future applied research.