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Purpose: Because past research has investigated nonverbal behaviors in clusters, it is unclear what status value is ascribed to individual nonverbal behaviors. I test status cues theory to investigate whether response latency functions as a status cue. I explore whether it affects behavioral influence or if it only signals assertiveness and does not have status value. I also explore how one's interpretation of response latency impacts behavioral influence.

Methodology: In a two-condition laboratory experiment, I isolate response latency and test its strength independently, and then I measure behavioral influence, participants' response latency, and perceptions of assertiveness. I also conduct interviews to investigate how participants interpret their partner's response latency to understand how people ascribe different meanings to the same nonverbal behavior.

Findings: I find that response latency alone does not affect behavioral influence, in part because how people interpret it varies. However, response latency does significantly impact participants' own response latency and their perceptions of their partner's assertiveness.

Practical Implications: This research demonstrates the intricacies of nonverbal behavior and status. More specifically, this work underscores important conceptual differences between assertiveness and status, and demonstrates how the interpretation of nonverbal behavior can impact behavioral influence.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

This paper examines social influence in collective task settings using the Berger, Fisek, Norman and Zelditch's graph-theoretic method. The work examines in-group membership in task settings, and models contexts where both status processes and group membership are salient. At the core of these models is a theoretical concept called a group status typification state, defined as an abstract understanding that participants hold of the type of person who would be a good source of information. This paper builds upon recent theory and research and may serve as an initial step toward integration of Status Characteristics Theory and Social Identity Theory.

The purpose of this paper is to analyze and optimize synthetic jet actuators (SJAs) by means of a literature-known one-dimensional analytical model.

The model was fit to a wide range of experimental data from in-house built SJAs with different dimensions. A comprehensive parameter study was performed to identify coupling between parameters of the model and to find optimal dimensions of SJAs.

The coupling of two important parameters, the diaphragm resonance frequency and the cavity volume, can be described by a power law. Optimal orifice length and diameter can be calculated from cavity height in good agreement with literature. A transient oscillation correction is required to get correct simulation outcomes.

Based on these findings, SJA devices can be optimized for maximum jet velocity and, therefore, high performance.

To review three theoretical research programs accounting for the spread of status beliefs and their effects on inequality, and to identify similarities and differences in scope and theoretical principles in the three. We describe suggestions for further research that we hope readers may wish to pursue.

We summarize recent theory and research, identify areas of overlap and dissimilarity, and show how certain research topics could extend understanding of the processes and make connections among the three programs.

The three programs were built on ideas first codified more than five decades ago. Those ideas have been the foundation for empirical research and findings from that have been used to develop the theories, improving the range of situations addressed and the precision of predictions. While the programs here address similar issues, each presumes different initial conditions and behavioral outcomes. With some overlap, the programs also address different situations and propose different mechanisms for the spread of status.

Our review of the programs is necessarily incomplete, because work continues on the programs. The analyses and suggestions about important topics to pursue are ours, and others may identify other topics for theoretical and empirical development.

We hope that our interpretations of these programs make them more accessible to interested scholars who will extend the theoretical and empirical bases of the work. The processes described have implications for the status of immigrant groups, the social position of women, and the value attached to collector’s objects. We hope to foster applications of these theories to understand and alleviate some cases of unmerited inequality.

The processes involved affect mixed-gender interaction in businesses, hiring biases, anti-immigrant exclusion sentiments, influence and bargaining power of individuals, desirability of certain furniture and clothing styles, ability inferences, and other phenomena. We mention instances where these theories can help to understand processes and to develop interventions to produce desirable outcomes.

No readily accessible summary of these programs and no theoretical comparison of them has yet been developed. Formal theories such as these sometimes seem obscure and we hope to show how they apply to important actual situations. Of course, the interpretations and suggestions in this chapter are our own and the scholars whose work we discuss might interpret the work differently.

Purpose: This chapter applies and integrates theories of status and stigma to better understand the mechanisms that drive the combined effects of the status of race and the stigma of criminal record in the context of the labor market. Using these social psychological theories of status and stigma, I propose and test two potential mechanisms – moral expectations and performance expectations – that might explain the compound or “double disadvantage” observed among Black job seekers with a criminal record. Within this synthetic application, I also seek to bridge and extend the literatures on status and stigma processes.

Methodology/Approach: To examine the relationship between race and criminal record and the potential mediating role of moral and performance expectations, I use a laboratory experiment consisting of a hiring scenario where participants evaluate mock, but ostensibly real job applicants who vary on the characteristics of interest. Participant evaluations consist of rankings along a series moral and performance-related scales as well as a set of workplace outcomes.

Findings: Findings suggest that race and criminal record aggregate to intensify disadvantage, with Black applicants who have a criminal record faring worse than other applicants on each workplace outcome. Results also support moral expectations, but not performance expectations, as a key mechanism driving this status-stigma intensification process.

Implications: This study has important implications for studies of race, crime, and employment as well as for theories of status and stigma. Future research should attend more closely to the role of perceived morality both in substantive work on race and criminal record and in bridging work on status and stigma processes. Pinpointing moral expectations as a mechanism of bias related to race and criminal record also opens new avenues for targeted intervention efforts.

The field of Human Resource Management (HRM) has long recognized the importance of interpersonal influence for employee and organizational effectiveness. HRM research and practice have focused primarily on individuals’ characteristics and behaviors as a means to understand “who” is influential in organizations, with substantially less attention paid to social networks. To reinvigorate a focus on network structures to explain interpersonal influence, the authors present a comprehensive account of how network structures enable and constrain influence within organizations. The authors begin by describing how power and status, two key determinants of individual influence in organizations, operate through different mechanisms, and delineate a range of network positions that yield power, reflect status, and/or capture realized influence. Then, the authors extend initial structural views of influence beyond the positions of individuals to consider how network structures within and between groups – capturing group social capital and/or shared leadership – enable and constrain groups’ ability to influence group members, other groups, and the broader organizational system. The authors also discuss how HRM may leverage these insights to facilitate interpersonal influence in ways that support individual, group, and organizational effectiveness.

Although there are theoretical costs and benefits to corporate diversification, there is ample empirical evidence that the stock market views the costs to outweigh the benefits (Lang and Stulz (1994), Berger and Ofek (1995), Servaes (1996), etc.) These studies are cross‐sectional studies which compare diversified firms to specialized firms and examine valuation multiples. The studies find that diversified firms have lower valuation multiples than specialized firms. This is called the diversification discount. In this paper, a sample of U.S. firms which are specialized and then become diversified are examined. We do not find evidence of a long‐term reduction in firm value associated with diversification.

The daily loaf or cake of bread is undoubtedly Man's first and oldest form of prepared food. Except in the the cereal used to make it, it differs little the world all over, but changes are taking place in this staple food, in its preparation and distribution. In recent legal proceedings, a charge of selling a loaf not of the nature, etc., in that it contained rodent contamination, was brought against partners in what was described as the last surviving family baker's business in a relatively large and populous suburban area of London. “Take‐over bids” are the order of the day and in modern business, which includes the baking of bread, the accent is on combination and concentration. The Magistrates must have had a wistful regard for the things that are passing for they fined the “little man” about half the amount they subsequently fined a larger undertaking for a similar type of offence.