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Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

Explains corrosion protection and how it works. Discusses the effect of environmental legislation on corrosion protective paints, which necessitates the removal of solvents and toxic additives, making the protection weaker. In order to remedy this one must determine how protection is provided, which involves the separation of barrier properties and electrochemical passivation. Describes methods and tests involved in this and discusses the results. Concludes with recommendations and a suggestion for further tests.

The research community currently employs four very different versions of the social network concept: A social network is seen as a set of socially constructed role relations (e.g., friends, business partners), a set of interpersonal sentiments (e.g., liking, trust), a pattern of behavioral social interaction (e.g., conversations, citations), or an opportunity structure for exchange. Researchers conventionally assume these conceptualizations are interchangeable as social ties, and some employ composite measures that aim to capture more than one dimension. Even so, important discrepancies often appear for non-ties (as dyads where a specific role relation or sentiment is not reported, a specific form of interaction is not observed, or exchange is not possible).

Investigating the interplay across the four definitions is a step toward developing scope conditions for generalization and application of theory across these domains.

This step is timely because emerging tools of computational social science – wearable sensors, logs of telecommunication, online exchange, or other interaction – now allow us to observe the fine-grained dynamics of interaction over time. Combined with cutting-edge methods for analysis, these lenses allow us to move beyond reified notions of social ties (and non-ties) and instead directly observe and analyze the dynamic and structural interdependencies of social interaction behavior.

This unprecedented opportunity invites us to refashion dynamic structural theories of exchange that advance “beyond networks” to unify previously disjoint research streams on relationships, interaction, and opportunity structures.

Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.

The purpose of this paper is to provide a literature review of investigations into the specific disability of deafness in the field of sociology and other closely related fields.

After a pilot search using databases appropriate to social science research, we developed key search terms and, using an inductive approach, we identified major themes in the literature.

Our review shows that deafness has been investigated for a long time in sociology and other related fields, that there is a wide range of themes in scholarly work on the experiences of deaf communities and deaf people, and that conceptualizations of deafness and d/Deaf communities have changed over time. We organize this paper around six major themes we identified, and a few highlighted pieces of scholarship illustrate these themes along the way. We particularly focus on scholarship from the late 1960s through the early 1990s as emblematic of seismic shifts in studying deafness, although we do highlight little known nineteenth century work as well.

This paper captures the legacy of this past scholarship and reveals that deafness is a rich site of inquiry that can contribute to the field of sociology. It is also a valuable resource for any future sociological research into deafness, deaf people, and deaf communities. We conclude with a discussion of our findings, commentary on the extent to which previous scholarship on the sociology of deafness has or has not figured into current scholarship and suggestions for future research.

There are few studies examining the marketing characteristics of intercollegiate women's volleyball spectators. The purpose of this paper is to examine intercollegiate women's volleyball spectators from the perspectives of sociodemographics, market demand and consumption. Spectators (N=265) from seven intercollegiate women's volleyball games at three National Collegiate Athlete Association Division-I universities participated in the study. The findings indicate that there is a need to emphasise the market demand factors when marketing intercollegiate women's volleyball games.