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This article explores how firms' unresponsiveness to Black customer feedback influences Black (vs. White) customers' perceived firm-based discrimination and brand engagement.

Two experimental studies (Study 1(N1) = 254) and Study 1(N2) = 484) are conducted to test the modeled relationships. The data are analyzed using ANOVA, PROCESS Model 4 and PROCESS Model 7.

The findings suggest that though perceived discrimination remains modest in all conditions, Black (vs. White) respondents report higher perceived discrimination when the firm fails to respond to a Black customer's negative or neutral (but not positive) brand-related feedback on social media. The results also indicate that Black (vs. White) customers exhibit lower engagement through perceived discrimination in the case of the firm's unresponsiveness to a Black customer's negative and neutral (but not positive) brand-related feedback regardless of the manager's race.

Prior research on intercultural service encounters and ethnic differences in consumer engagement on social media are combined to examine the relationship between customer race and perceived discrimination based on the firm's unresponsiveness to customers' social media posts.

Manipulations were created based on a fictitious e-tailer. Thus, it is recommend that future researchers examine the extent to which the findings hold for existing (r)etailers. In addition, future studies using secondary data could provide additional evidence for the findings.

Managerial attention is accentuated among customer feedback responsiveness, engagement and perceived firm discrimination. Managers are encouraged to adopt communication strategies that complement the firm's strategy and social media presence.

In this paper, we consider a two color multi-drawing urn model. At each discrete time step, we draw uniformly at random a sample of m balls (m≥1) and note their color, they will be returned to the urn together with a random number of balls depending on the sample’s composition. The replacement rule is a 2 × 2 matrix depending on bounded discrete positive random variables. Using a stochastic approximation algorithm and martingales methods, we investigate the asymptotic behavior of the urn after many draws.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

Provides an historical study of the intellectual thought of Leonard Dupee White. Contends that L.D. White is one of the major theorists and practitioners in public administration and is generally ignored. White taught, researched, studied and discovered theoretical concepts and practical methods that are still useful today. Examines the major themes found in White’s writings by chronologically progressing through his works and the major activities of his life. Brings to the forefront a portion of public administrations’ neglected intellectual heritage and makes it useful for the present.

This chapter examines if women in Higher Education Institutions (HEIs) are constrained in their leadership style and if the organizational culture makes them less valued in senior management teams. It then explores if the 7-S organizational framework has relevance to gender and leadership in HEIs.

The nature of authority within HEIs increases the complexity of leadership within an academic context. Leadership is often vested in a single person, and the positional power of Rectors/Vice-Chancellors (VCs) is based on authority, discipline knowledge, experience, and peer and professional recognition. The literature highlights that HEIs continue to be male dominated and that women are underrepresented in university leadership.

A total of 44 interviews with female and male university senior managers in Australia and Portugal were conducted by the authors and then analyzed using thematic content analysis.

This chapter analyzed the leadership styles of female and male leaders in HEI management teams in Australia and Portugal. It found that both women and men in Australian universities valued transformational leadership skills, whereas the male respondents in Portugal saw traditional management as more effective, even though female respondents considered women demonstrated transformational leadership. It also found that while women’s leadership is recognized in Australian universities, in Portugal men saw women’s leadership as problematic.

The findings suggest that there is more possibility for transformation in the academy if both men and women in HEI leadership value women’s leadership role.

Research on behavioral functioning among Mexican-origin children primarily uses an individual-centered approach that ignores the residential context. In addition, most studies have been unable to consider an important measure of inequality for this population, legal status; and mental health of children with undocumented parents is underexplored. We address these gaps by investigating the influence of parental legal status and neighborhood characteristics on Mexican-origin children’s behavioral functioning using a multilevel approach.

We use data from the Los Angeles Family and Neighborhood Study and 2000 decennial census. Our primary focus is variation in internalizing and externalizing behavior problems among Mexican-origin youth (N = 2,535) with mothers who are undocumented, documented or naturalized citizens, or US-born using multilevel models.

The multilevel results show the importance of considering parental legal status. Mexican children of unauthorized mothers are more likely to exhibit internalizing and externalizing problems than all other groups of Mexican children. Furthermore, neighborhood-concentrated disadvantage is significantly associated with internalizing behavior problems, and neighborhood-concentrated affluence is significantly associated with externalizing behavior problems. In short, the results demonstrate the importance of considering both parental legal status and neighborhood contexts for understanding behavior problems of Mexican-origin children.

Our findings suggest that Mexican children’s mental health outcomes – measured by internalizing and externalizing behavior problems – vary significantly by parental legal status and neighborhood contexts. This study provides important nuances for public policy for health care prevention and interventions.

Within the field of medical sociology, there is an extensive body of literature on notable family transitions and stages in the reproductive cycle, such as getting married or becoming a parent, as they relate to mental health and well-being. However, the transition to becoming a completed family, that is, the process of determining or recognizing that one’s family is complete, is notably absent. In response to this empirical gap, this chapter presents findings from 114 semi-structured interviews with participants who reported having at least one child and who considered their family to be complete. First, the concept of “family completion” is introduced and conceptualized based on the qualitative considerations of participants and the contextual medical sociology literature. Then, thematic considerations around the process of family completion, related emotional preparations, and factors associated with mental health and well-being are explored. Findings suggest that family completion can be an important transitional period for parents and can be associated with emotional hardship for some individuals. Participants described experiencing conflict with their partner if they disagreed on the completion decision, frustration and sadness related to infertility, and/or feelings of loss or depression when completion was regarded as the end of a personal or familial life phase. This chapter concludes that creating a cultural context in which family completion is a recognized family transition period may spur intentional consideration among parents and promote the design of intervention services for parents experiencing changes in mental health or well-being.

It is a rare challenge in academia to be asked to write about yourself, and rarer still to engage with the multiple (social, spatial, political, embodied and private) selves that impact on our practice. In this chapter I consider how who we are in academia is not simply a matter of adopting a professional role but rather involves identity management and negotiation practices to obscure, perform or disclose identities in professional contexts. This chapter is informed by my first ethnographic research project at a non-profit youth media centre in New York City; a study exploring innovative visual pedagogies for investigating how pre-service student-teachers articulate their views about the effects of poverty on educational attainment and my practices as a teacher educator on the MSc Transformative Learning and Teaching: a two-year, initial teacher education programme designed from a social justice perspective and working to produce graduates who position themselves as activist teachers. In this autoethnography I explore the complex temporalities of my academic identities, arguing the need for a critical spatial practice.