Sounding “Different”: The Role of Sociolinguistic Cues in Evaluating Job Candidates

An increasingly diverse labor pool has increased the likelihood that HR recruiters will encounter job seekers who speak with different dialects. Prior studies have investigated the effects of applicant dialect on employment selection outcomes. In this article, we merge this research with stereotyping, “modern racism,” and sociolinguistics literatures to formulate propositions surrounding two questions of interest: (1) Do prospective employers categorize job applicants using sociolinguistic cues? and (2) If so, what impact does this categorization have on evaluations of applicant employability? We believe this research can provide significant insights into HR practice as discriminatory behaviors change and adapt to fit social norms, particularly in employee recruitment and selection contexts. © 2014 Wiley Periodicals, Inc.     

“A GEM” for increasing the effectiveness of diversity training

Questions about diversity training's utility and effectiveness remain despite its widespread use and the significant investments many firms make in such training. As a result, some HR practitioners have doubts about its relevance in the workplace. In this paper, we envision a future state of diversity training whereby diversity is embedded into work practices and programs through direct knowledge transfer, continuous skill development, and accountability for learning. We recommend four specific guidelines that HR leaders can follow to achieve this “future state” called A.G.E.M.—Approach, Goals, Executive Commitment, and Mandatory Attendance. We suggest that following the A.G.E.M. approach will lead to the kind of transformative behavioral changes required for effective diversity training programs.     

Supply Chain Integrity: A Key to Sustainable Supply Chain Management

As stakeholders continue to increasingly hold firms accountable for environmental and social performance in their supply chains, the importance of understanding how firms can be more sustainable becomes more prescient. Based on the underlying premise of stakeholder theory that business and ethics decisions are intertwined, the current research introduces the concept of supply chain integrity (SCI) to explore how the interdependence of business and ethics decisions can lead to improvements in sustainable supply chain management (SSCM) practices. Exploratory analysis employing secondary data sources in an elastic net (EN) logistic regression provides support for the proposed construct, by providing preliminary empirical evidence that SCI, measured through two subdimensions of structural and moral SCI, can be linked to firm sustainability. The research contributes to the supply chain management literature by: (1) introducing the concept of SCI; (2) performing an exploratory econometric analysis to provide initial validity of the SCI construct; and (3) providing a research agenda to guide further research on the concept of SCI and its role in SSCM.     

The role of corporates in creating sustainable Olympic legacies

Abstract

The Olympic Games is a major stimulus for increased tourism. In recent years, there have been greater calls for this and other mega-events to leave sustainable positive legacies for the host city, partly to offset the massive cost of hosting. To date, little consideration has been afforded to the role corporates might play in contributing to event legacies. This gap is compounded by the lack of research examining stakeholder engagement in legacy planning more generally. This paper adopts Holmes, Hughes, Mair and Carlsen’s (2015) sustainable event legacy timeline to conceptualise how corporates through the corporate social responsibility (CSR) initiatives of sponsorship and employee volunteering can engage across the Olympic event planning cycle to generate volunteering legacies. Drawing upon a comparative study of the Sydney 2000 and London 2012 Olympic Games, tentative evidence of corporate engagement was noted but for the most part it was fragmented and CSR initiatives primarily focused on the immediate planning and delivery stages of the event cycle. The paper advances new knowledge of how volunteering legacies can be generated through the best practice engagement of corporates as key stakeholders involved in legacy planning and governance across the Olympic planning cycle.     

The Economic Value of Water Quality

Stated preference values for water quality ratings based on the US Environmental Protection Agency National Water Quality Inventory ratings provide an operational basis for benefit assessment. Iterative choice survey results for a very large, nationally representative, Web-based panel imply an average valuation of $32 for each percent increase in lakes and rivers in the region for which water quality is rated “Good.” Valuations are skewed, with the mean value more than double the median. Sources of heterogeneity in benefit values include differences in responses to average water quality information and the base level of water quality. Conjoint estimates are somewhat lower than the iterative choice values. The annual economic value of the decline in inland US water quality from 1994 to 2000 is over $20 billion.      

Growth and enduring epidemic diseases

This paper analyzes the interplay of human capital formation and economic growth when there is premature adult mortality. Failing adequate insurance arrangements, a long wave of such mortality can so undermine human capital formation as to induce an economic collapse. In nuclear family structures, random matching of partners is superior to assortative mating only if the shock is not too big and initial levels of human capital are not too low. Full pooling of mortality risks with equal treatment of all children in extended families may fend off a general collapse, depending on the initial conditions and the size and duration of the shock. To avoid undesirable effects on expectations, awareness campaigns should be complemented by policies that credibly promise to reduce future mortality. If mortality depends on the general level of human capital, indeterminacy can arise in the form of more than one rational expectations path.     

Power, Self-regulation and the Moralization of Behavior

The perception of behavior as a moral or conventional concern can be influenced by contextual variables, including status and power differences. We propose that social processes and in particular social role enactment through the exercise of power will psychologically motivate moralization. Punishing or rewarding others creates a moral dilemma that can be resolved by externalizing causation to incontrovertible moral rules. Legitimate power related to structure and position can carry moral weight but may not influence the power holder’s perceptions of rules and general norms of behavior. Social identity theory suggests moralization could be promoted by a concern for shared, defining values. However, the tendency to moralize another’s behavior can be injurious to shared identity. We explored white-collar employees’ perceptions of several categories of noxious or deviant workplace behaviors and regressed these perceptions on the tendency to use legitimate, referent, or reward and punish power; social identity; and the interaction of social identity and power, in particular legitimate power. Only the tendency to influence others through punishment or reward predicted moralization. Alternative causal explanations for the findings were addressed through the absence of any relationships between punishment and reward power and perceptions of deviant behaviors as wrong, upsetting, or requiring punishment. We discuss these results in the context of self and social processes, the social construction of morals and power, and the impact of managers’ behavior on group or organizational ethics.