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Using semantic differential ratings of evaluation, potency and activity of American and German undergraduates, I will test the general hypothesis that if both cultures agree on the sexual‐ erotic denotation of sentiments, sentiments will differ disproportional in their affective representations. It will be demonstrated that there is an interconnection of role‐identities and emotions. Affective representation between sexual role‐ identities differs in German and American culture. Emotions associated with sexual‐erotic role‐identities have a deviant and violent quality for Americans. The same role‐identities associate with emotions of impression and passion for German subjects.

An employee who is eligible to make a complaint for unfair dismissal has to prove that he has been dismissed by the employer if the employer contests that the employee has in fact been dismissed. If the dismissal is not contested, all the employee has to do is to show that he has been dismissed. This constitutes the first stage of the proceedings in an industrial tribunal.

The dissolving trade barriers, financial deregulation, hyper‐mobility of capital and the rapid diffusion of new information technologies have ushered the Australian economy into the borderless world. The orthodoxy that states that centralised wage‐fixing in Australia has impeded wage flexibility and resulted in high unemployment is unconvincing. Partly, this is because in the 1980s Australian labour market institutions have been decentralised and decollectivised in response to pressures from the borderless world. The insights garnered from cross‐sectional comparative statics that, first, skill‐biased Schumpeterian technological change was the major cause of labour immiserisation and, second, adverse Stolper‐Samuelson trade played an insignificant effect need to be reviewed. Parsimonious dynamic time‐series models of trade and technology have been formulated using general‐to‐specific methods after taking account of stochastic trends through unit root and cointegration tests. Granger causality and non‐nested tests applied to these models support the contention that both trade and technology contributed to increasing wage disparity during the borderless era. Moreover the supply side factors such as female participation, immigration and institutional factors such as deunionisation have also increased wage disparity. The deregulation of the Australian labour market by the Workplace Relations Act, whilst an inevitable response to achieve competitiveness in the borderless world market, would exacerbate wage inequality. Policies aimed at skill accumulation on the one hand, and social welfare policies involving negative income taxes on the other may have to be implemented to mitigate the deleterious social effects of rising wage inequality.

This paper uses a Difference Approach and Bourdieu's habitus theory to analyse the experiences of women working in the advertising industry with a particular focus on employee relations such as social interactions in advertising offices, banter and career barriers.

Thirty-eight qualitative interviews were conducted with women from the advertising industry in England, exploring both the employee and managerial perspectives on social interactions. Women were asked about their office culture, including networking expectations, dress code, banter, social interactions and potential career barriers such as exclusion from business decisions and having to work harder to succeed. Thematic analysis has been used to analyse data.

Thematic analysis revealed two themes, patriarchal culture in advertising offices and gendered social interactions and banter. Women believe they are excluded from business decisions and perceive career barriers in office culture grounded in masculine banter and masculine social interactions. Similar themes emerged regardless of women's length of experience or role within the organisation suggesting a problem with the masculine work culture in the advertising industry in England. Besides, women tend to prefer different social interactions to men, but find masculine interactions domineering advertising offices.

Employers should consider implementing new internal policies on communication and behaviour in offices to create a more inclusive and respectful culture. More consciousness-raising is needed to make women aware that inequality is more than just a pay gap and glass ceiling, but also the structure of the organisation and the office culture.

The paper contributes towards a better understanding of the impact of social interactions in the office on the work culture with a case study from the advertising industry. The paper points towards differences in communication and social interactions between men and women and the fact the masculine form of social interactions and banter dominate advertising offices.

To the best of author's knowledge, this is the first paper tackling office culture in the advertising industry in England using the Difference Approach and Bourdieu's habitus theory.

Internationalisation of the Australian economy is profoundly changing the macroeconomic fabric of the Australian labour market. This study aims to shed light on both trade and technology effects on the Australian labour market during the study period 1983(4)‐1995(3). The study uses unit root and multicointegration econometrics, general to specific modelling and encompassing tests to test how trade liberalisation and technical progress have immiserised Australian labour by increasing unemployment or through the widening of skill differentiated wage disparity. The study concludes with some policy perspectives on labour market deregulation in Australia.

The purpose of this paper is to examine how employee engagement and affective commitment mediate the relationship between transformational leadership and voluntary turnover intention. The study also investigates the moderating role of psychological climate in the relationship between affective organisational commitment and voluntary turnover intention.

This study employed a cross-sectional design as its framework. In addition, hierarchical linear modelling with bootstrapping analysis was conducted using data from a sample of 336 employees in a large public sector organisation in Ghana.

The results showed that transformational leadership positively influenced engagement, which was then negatively related to employee turnover intention. Furthermore, employee engagement was found to mediate the link between transformational leadership and affective organisational commitment, whereas both employee engagement and affective organisational commitment were found to mediate the link between transformational leadership and voluntary turnover intention. Finally, psychological climate was found to moderate the link between affective commitment and voluntary turnover intention.

Despite the practical significance of this study in lessening the turnover decision of employees, the study has some limitations. Most significantly, the sample size of this cross-sectional study was small and limited to employees from only one large public sector organisation in Ghana. Findings of this study could be generalised by using large samples from other sectors and geographical areas. Furthermore, future studies should consider positive outcomes such as OCB and innovative work behaviour to help extend our conceptual framework.

Overall, findings of this study provide tentative support to the proposition that employee engagement and affective commitment help to minimise the decision of employees to leave the organisation regardless of how they perceive the leadership style of their immediate supervisors. Most importantly, psychological climate which is referred to as individual employee perceptions of their work environment had a strong contingent effect on the negative relationship between affective commitment and turnover intention such that employees’ positive perception of the work environment weakens the link between commitment and turnover, whereas a negative perception of the working environment strengthens the relationship between commitment and turnover. As a result, employees’ positive perception of their work environment decreased their turnover intention decisions.

Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction.

Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities.

The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied.

An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature – perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction – highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.

This study aims to highlight the importance of brand equity dimensions which act as a mediator between online reviews and consumer’s purchase intention. In particular, the present study tries to determine which the Aaker’s (1991) brand equity dimensions have the mediating roles between source credible online reviews and purchase intention.

Data were collected from select e-commerce site’s brand community on Facebook social media platform through Google form application. The present study first determines the reliability of the variables. To check the unidimensionality of the variables, exploratory factor analysis has been performed. This study makes use of structural equation modeling bootstrapping method to examine the mediating effects of brand equity dimensions between source credible online reviews and purchase intention.

Data analysis reveals that marketers should concentrate more on brand awareness and perceived value, which ultimately influence the purchase intention of the consumers.

This paper is one of the first that examines the mediating effects of consumer-based brand equity dimensions between source credible online reviews and consumer’s purchase intention. Further, the present study integrates source credibility theory and attribution theory to develop the research model.

The purpose of this study is to investigate the structural relationships between a sense of virtual community (SOVC), community satisfaction, community involvement, community commitment and alternative attractiveness in the online fan community context.

This study gathered and empirically analyzed data from 277 members of the online Super Junior fan community with frequency, reliability, confirmatory factor analyses and structural equation modeling (SEM) with Statistical Package for the Social Sciences (SPSS) 20.0 and AMOS 24.0.

The findings of SEM indicated that community satisfaction was significantly influenced by the four dimensions of SOVC, while community involvement was significantly affected by membership and fulfillment of needs. Also, community commitment and alternative attractiveness were significantly impacted by community satisfaction and community involvement. Lastly, privacy concern moderated the paths from influence to community satisfaction and from community satisfaction to community commitment, respectively.

The findings of this study should help online fan community administrators to reduce members' perception of alternative attractiveness (other fan communities) and to understand how privacy concern influences members' attitudes toward the online community.

In light of the findings, a greater understanding of the determinants of community commitment and alternative attractiveness along with privacy concern is critical in retaining virtual fan communities' members over the long-term.