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The purpose of this paper is to test a hypothesized structure of interrelations between pre-migration dispositional factors (cultural identity and optimism/pessimism) and immigration-related experiences (level of integration and perceived discrimination) in association with mental and physical components of health-related quality of life (HRQoL) in a sample of Jewish people from the Former Soviet Union (FSU) who immigrated to Germany.

A questionnaire in Russian, including items about the immigration background, level of integration, perceived discrimination as well as cultural identity, dispositional optimism/pessimism (Life Orientation Test-R) and HRQoL (SF-12) was handed out to Jewish immigrants from the FSU living in Germany. The data of 153 participants were analyzed using structural equation modeling.

Whereas no significant associations between Jewish identity and HRQoL could be found, both a positive association between optimism and level of integration with a link to physical and mental health, and an inverse relation between optimism and perceived discrimination with a link to mental health, were observed. Opposite associations were found for pessimism.

The results replicate prior research findings on Jews from the FSU living in Israel and the USA and suggest more detailed assessment methods for further investigations on integration processes and cultural identity in the selected group of immigrants. Additionally, HRQoL is significantly lower in the Jewish sample than in the general population. These findings underline the need for a better integration policy, especially for Jewish people from the FSU.

The purpose of this paper is to study opinions and attitudes towards immigrants and minorities and their interactions with other barriers to minorities' economic integration. Specifically, the minority experts' own perceptions about these issues, the veracities and repercussions of unfavorable attitudes of natives are to be considered.

Employing newly available data from the IZA Expert Opinion Survey 2007 main trends in the integration situation of ethnic minorities in Europe are depicted in a comparative manner.

Robust findings show that: ethnic minorities face integration problems; natives' general negative attitudes are a key factor of their challenging situation; discrimination is acknowledged as the single most important integration barrier; low education and self‐confidence as well as cultural differences also hinder integration; minorities want change and that it comes about by policies based on the principle of equal treatment.

Future research should not only investigate how negative attitudes are formed but also study their dynamics with respect to integration policies.

Well‐designed integration policies, that take the specific situation of the respective ethnic minority into account, are persistent and enforcement of anti‐discrimination laws is desirable.

Using a unique dataset, the innovative study is the first to gauge the perspectives of expert stakeholders and ethnic minorities on their integration situation and the main barriers that hinder it.

One in every five of the almost 17 million inhabitants in the Netherlands is a first- or second-generation migrant. The largest immigrant groups with a non-Western background are Turks Moroccans, Surinamese and Antilleans. Their labour market position is precarious, as is indicated by higher levels of unemployment, larger dependency on temporary (rather than fixed) contracts and lower job levels. Substantial part of the migrants perceives that their weaker position is due to discrimination. Statistical analyses and field experiments show discrimination in hiring and indicate that part of the differential position of migrant workers in the Dutch labour market may be attributed to discrimination as well. At the work floor, migrants experience more discrimination than native Dutch, mostly in the form of hurtful jokes. Research that focuses on more discrimination grounds shows that ethnic background is not the only, nor the most important ground of perceived discrimination. Age and disability are also major grounds of perceived discrimination. Discrimination is a heavily debated topic that polarizes political debate and public opinion. It has shown to have mobilizing powers in politics. The high levels of public attention for the topic not only spurs citizens’ initiatives and governmental policies for combating it but may also facilitate recognition of discriminatory practices resulting in relatively high levels of perceived discrimination within a European context.

The aim of this paper is to develop a two‐stage decision model of vertical integration by breaking down integration decisions into two stages: extent of integration and direction of integration.

The study uses price premium as a proxy for differentiation‐based competitive advantage. The relationship between the extent of vertical integration and price premium through a vehicle of consumers' brand perception is explored. A segmentation‐based analysis is performed to study whether different vertical integration configurations are related to price premiums at different levels.

Vertical integration relates positively to price premium set by apparel companies; consumers' perception of brand quality mediates the relationship. Findings also suggest that an organization should opt for integration if vertical integration generates greater effect on price premium as relative to the cost. Strength of internal and forward integration is related strongly to higher price premiums than integration balance.

Further research is encouraged to test if the findings of this study can be generalized to other industries and/or other types of supplier relationship integration, e.g. partnership, strategic alliance and joint venture.

As a departure from extant literature, it is argued that vertical integration is a viable strategy that enables companies to gain differentiation‐based advantage. A conceptual model is developed and applied to the apparel industry, which explains critical issues involved in the design of supply chain structures.

Proposes an alternative approach to understanding personal selling performance based on personal construct psychology, a cognitively based personality paradigm, originally formulated in clinical psychology by George Kelly. Explains how personal construct psychology theory (PCT), which reflects a constructivist epistemology, provides a conceptual framework for understanding and predicting sales performance. Demonstrates how PCT can be integrated with existing theoretical models of sales performance by suggesting a series of research propositions which can be tested using a number of different research methodologies. Considers research and practical implications.

This study seeks to capture the lived experiences of five refugees making the transition from Viet Nam to Sweden. It seeks to focus on the problems of integration in Swedish society.

The research took a narrative approach by asking questions about the ways in which refugees make sense of the multiple and sometimes dramatic changes that exile involves. The interpretation procedure was performed in three recurring phases: naïve reading, thematic structural analysis and comprehensive understanding.

In the structural analyses, three sub‐themes were abstracted: in the hands of authorities/forced to leave home; regarded as uneducated and untrained; and lack of balance. These sub‐themes show a situation that could be interpreted by the concept of sense of coherence (SOC). The comprehensive understanding shows that the prerequisites for a stable SOC are unsatisfactory.

The study reported here implies that there is a need for changes in integration policy. In an integrated society, individuals should be met with a policy that aims to empower and takes into consideration the lived experiences and different components that work together to create an SOC.

The contribution from this research is the combination of qualitative data, the theory about SOC, and the description of the edifice of SOC. This combination helps to understand and explain the essence of the respondents' lived experiences.

The purpose of this paper is to contribute to the discourse on labour market discrimination by introducing an analytical process model that offers a template for the systematic analysis of discrimination within the process of labour market integration. Its usage and contribution to the field is exemplified by applying the proposed model to the case of ageism in labour market integration.

Five phases and four actors are distinguished that, added together, compose the proposed analytical process model. In the following, the model is used as an analytical framework for a mapping review, aimed at identifying and critically evaluating the vast and extensive literature on ageism in the process of labour market integration.

The paper concludes that ageism occurs in all five phases of the integration process, pinpointing potential areas for policy interventions. Furthermore, the authors conclude that the existing literature on ageism in labour market integration is fragmented, with some elements and/or actors within the process so far having received little attention.

The analytical process model developed in this paper provides the scientific community with a tool to systematise the literature, detect underlying mechanisms and uncover existing research gaps, not only for the case of ageism presented here, but for a vast variety of other –isms. In addition, policy makers, trade unions and employers can use the model to better target and tailor anti-discrimination measures in labour market integration.

Based on the principle of equality, individuals with disabilities have the right to equal job opportunities and career advancements and to actively participate in the economy like other members of society. This study aims to provide an integrated description of discriminatory occupational practices and behaviours that individuals with disabilities face. This study followed the descriptive analytical approach to achieve the objectives. A questionnaire was used for data collection purposes.

The target population for this study was male and female employees with disabilities working in the Jordanian Government sector for the years 2019–2022 in all governorates of Jordan. The sample method used was purposive-convenient random sampling, and the size of the sample valid for statistical analysis was n = 1,043. Using the Statistical Package for Social Sciences (v26), a number of statistical tests were conducted to infer the features of the researched phenomenon.

This study found an overall moderate level (mean = 2.76) of practices and behaviours of job discrimination against individuals with disabilities in the Jordanian public sector. All proposed practices and behaviours were at moderate levels of agreement, with the highest discriminatory behaviours being in the areas of training and learning opportunities (2.88), followed by job performance evaluation (2.84), work leave and vacation (2.75), integration and social participation (2.74), career advancement and promotion (2.73) and, last, the distribution of tasks and responsibilities (2.61). Furthermore, it was found that there are significant differences in the levels of discriminatory practices and behaviours towards people with physical disabilities, individuals with visual impairments and psychological disabilities, new employees at work and those with a low level of education. In addition, employees at higher administrative levels (manager, deputy/assistant manager and head of department/division) and workers in the southern and central governorates are exposed to the highest levels of discrimination.

Lack of data: There is often a lack of reliable and comprehensive data on employees with disabilities, making it difficult for researchers to accurately study and understand the experiences of this population. Stigma and discrimination: People with disabilities often face stigma and discrimination, which can make it challenging for researchers to engage with them and collect accurate information.

Moreover, it was found that the main agencies to which cases of discriminatory practices towards individuals with disabilities working in the Jordanian public sector are reported are the direct managers/supervisors (n = 381), the ministry to which the institution/department belongs (n = 278) and the Higher Council for the Rights of Persons with Disabilities (n = 261).

Supporting social inclusion: Employment can provide a sense of purpose, identity and social inclusion for people with disabilities, which can have a positive impact on their disabilities and overall quality of life. Improving diversity and inclusion: The inclusion of employees with disabilities can contribute to a more diverse and inclusive workplace, where all employees feel valued and respected.

This study found that discriminatory practices against employees with disabilities in the Jordanian public sector were largely because of a lack of awareness of reporting mechanisms and negative attitudes towards individuals with disabilities. This study proposes solutions such as raising awareness among non-disabled employees, implementing penalties for discriminatory behaviour and updating legislation for the rights of individuals with disabilities.