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Using an institutional theory perspective (micro and macro), the authors examined employment lawsuits across case type and alternative dispute resolution methods (negotiated settlements versus trials and arbitrations).

The authors examined actual data from US federal court lawsuits (N = 98,020). The data included the type of lawsuit, the dispute resolution method used and the outcome of the lawsuit in terms of the dollar amounts awarded.

The results show that employers were more likely to win in high social context cases (civil rights) than in other cases (Employment Retirement Income Security Act of 1974, ERISA). In arbitrations, plaintiffs won more frequently and were awarded higher amounts in arbitration than in court trials. In arbitration, plaintiffs received more in high social context cases than in other cases.

The results show that employers lose more often and in larger dollar amounts in arbitration than in litigation. However, if arbitration rulings more closely matched the likely outcomes of trials, subsequent litigation would be less likely to be overturned, and transaction costs would be reduced. If this were the case, the arbitration of employment lawsuits would more closely match the arbitration of contractual grievances under the typical labor relations system, where the arbitrator’s decision is usually final and binding. This could be a better outcome for all stakeholders in the dispute resolution process.

This is the first study of its kind to examine actual workplace conflicts that result in employment-related lawsuits from the perspective of social contextual factors.

This study investigates the relationship between child gender and a CEO’s top management hiring decisions.

Hypotheses were tested using secondary data on 121 S&P 500 male CEOs, their children, and their top management teams.

Results indicate that child gender is associated with a male CEO’s TMT hiring decisions. Specifically, we find that male CEOs with only daughters were significantly more likely to hire women to their TMTs than male CEOs with only sons and those with both sons and daughters.

This study provides evidence for the roles of familiarity, learning, and empathy in reducing gender biases in selection decisions. Top management hiring decisions have wide implications for organizational settings in general and for the breaking of the glass ceiling in particular.

Reducing gender bias in top manager hiring decisions directly relates to the United Nations’ Sustainable Development Goal 5 of achieving gender equality as women are consistently under-represented at the top of organizations across the world.

By focusing on the hiring of top managers, this study includes hiring decisions that directly impact firm operations. To our knowledge, this is the first study to examine the relationship between child gender and executive hiring decisions with a US S&P 500 sample.

In this study, the authors investigated the academic and social experiences of first-generation undergraduate Latinx students who participated in a Latinx student-focused organization at a large, research-intensive, Predominately White Institution (PWI) in the Midwest. Our results revealed three major themes. First, participants considered the Latinx student organization to be a significant resource for their social integration into the university; however, it was less significant as an academic resource. Second, the participants recognized that while the university “tries” to promote diversity, they felt that the university could do more in promoting ethnic student groups and their interests across campus. Third, participants perceived that the university treats all Latinx students as one homogenous group, ignoring the diversity that exists between different Latinx groups. These themes suggest that efforts to make PWIs more diverse and inclusive may benefit from the formation and maintenance of minoritized ethnic student organizations. PWIs would also benefit by incorporating the diverse Latinx student perspectives into institutional diversity policy, and prioritizing higher-quality initiatives for greater visibility of Latinx student issues across campus. Moreover, programming that does not aggregate or homogenize Latinx identity, but embraces and values the multifaceted Latinx identities, would also benefit PWIs.

This brief history of the International Study Association on Teachers and Teaching (ISATT) documents developments and trends during the decade 2013–2023. To situate recent ISATT history, we begin with an overview of the association's first 30 years (1983–2012). The dominant theme of those early years was developing ISATT as a recognized and influential professional organization connecting researchers on teaching and teacher education from a growing list of nations and regions of the world. During the most recent decade, there has been a concerted effort toward broad internationalization through biennial conferences and regional meetings, and a growing network of national representatives from across the world. Also, the ISATT journal, Teachers and Teaching: Theory and Practice, the journal, which began in 1995, has published hundreds of peer-reviewed articles written by more than 1000 authors and coauthors, contributing to a growing body of knowledge about teaching and teacher education in many cultures. In the last 20 years and especially in the past 10, the locations of ISATT meetings have become significantly more diverse, following a trend of greater internationalization compared with ISATT's European and North American beginnings. At the same time, the number of ISATT members remains stable and small thereby preserving a collegial and collaborative tone in our exchanges. In sum, ISATT's recent decade finds the association intellectually healthy, successful in managing the challenges of the Covid-19 pandemic, and enriched by the proliferation of multinational points of view and styles of research.

This paper aims to examine whether the number of employment discrimination laws in a country influences voice and accountability.

The authors compared the number of employment discrimination laws in different countries to perceptions of voice and accountability.

Results indicate that the number of discrimination laws enacted in a country has a positive impact on the voice and accountability perceptions of citizens. Further, this relationship is found to be moderated by two contextual factors: cultural assertiveness and the percentage of females in the population. Specifically, the positive impact of the number of discrimination laws on voice and accountability perceptions was found to be stronger in highly assertive cultures and in countries with a lower percentage of females in the population.

This is the first study to show a relationship between the number of employment discrimination laws in a country and perceptions of voice and accountability.

This study aims to use humanistic management theory to examine the conceptual space of leaders who support sustainable development goals (SDGs) within their organizations.

This study analyzes interviews with four Iberoamerican leaders conducted by the creating emerging markets project at Harvard Business School. This study’s results show a range of humanistic management principles across the four leaders, coinciding with varying support for the SDGs. This study discusses the impact of cultural values on these differences.

This study finds leaders who embrace all four humanistic management principles also supported a greater number of SDGs and an increased variety of SDGs. This study’s findings support the three overarching dimensions uncovered by previous research into champions in other organizational domains, including gender equality and health. These three dimensions are depth of embracement, scope of embracement and leverage of engagement.

The authors’ hope is that this study will help further the discussion of how organizations can contribute to the 17 SDGs.

Este estudio utiliza la teoría de la gestión humanista para examinar el espacio conceptual de los líderes que apoyan los objetivos de desarrollo sostenible (ODS) dentro y a través de sus organizaciones.

Analizamos entrevistas con cuatro lderes iberoamericanos de alto impacto realizadas por el proyecto Creating Emerging Markets de la Harvard Business School.

Nuestros resultados muestran una gama de principios de gestión humanista en los cuatro líderes, que coinciden cíon un apoyo variable a los ODS. Específicamente, encontramos que los líderes que adoptan los cuatro principios humanísticos apoyan una mayor cantidad de prácticas asociadas con los ODS, junto con una mayor variedad de ODS, en relación con los líderes que adoptan solo un subconjunto de los principios de gestión humanísticos.

Este trabajo se suma a la discussión y, en última instancia, a nuestra comprensión del papel crucial que desempeñan los líderes organizacionales en el avance de los ODS. Al examinar nuestros hallazgoz a través de lente de los campeones, consideramos qué líderes tienen más probabilidades de defender la agenda de los ODS.

Este estudo utiliza a teoria da gestão humanística para examinar o espaço conceitual dos líderes que apoiam objetivos de desenvolvimento sustentável (SDGs) dentro e através de suas organizações.

Analisamos entrevistas com quatro líderes ibero-americanos alto impacto conduzidas pelo projeto Creating Emerging Markets na Harvard Business School.

Nossos resultados mostram uma gama de princípios de gestão humanística entre os quatro líderes, coincidindo com o apoio variável aos ODS. Especificamente, descobrimos que os líderes que adotam todos os quatro princípios humanísticos apoiam um número maior de practices associdas aos ODS, juntamente com uma maior variedad de ODS, em relação aos líderes que adotam apenas um subconjunto dos princípios de gestão humanística.

Este trabalho contribui para a discussão e, em última análise, para nossa compreensão, do papel crucial que os líderes organizacionais desempenham no avanço dos ODS. Ao examiner nossas descobertas através das lentes dos defensores, consideramos quais líderes são mais propensos a defender a agenda dos ODS.

This paper aims to analyze the influences of context and methodological differences in how universities confront, report and manage carbon neutrality in selected Andean universities, contrasted with a university in the USA.

A sequential, mixed-methods design, using quantitative and qualitative approaches was applied. The data analysis is based on a systematic literature review with bibliometric analysis to identify how carbon neutrality in universities is understood and applied. Informed by the quantitative analysis, the qualitative phase compared the assessment methodologies, opportunities and obstacles in three Andean universities – EAFIT in Colombia, EPN in Ecuador and the UC in Chile – contrasted with MIT (USA) for comparative purposes beyond the region.

The bibliometric analysis points to the evolution of carbon management and carbon neutrality in universities and indicates how universities have applied methodologies and defined opportunities and obstacles. In this comparative experience, the contextual issues are brought to the fore. The conclusions highlight the importance of context in carbon neutrality assessment and argue against crude comparative metrics. While carbon assessment protocols provide data on which actions may be taken, the phase of carbon management development and the specifics of context – based on local institutional, geographical, climatic, cultural, socioeconomic and national policy conditions – are far more relevant for identifying actions.

This study only considered four universities, and the findings are not generalizable. The argument highlights the point that contextual factors generate important differences that may complicate simple comparisons based on the university's type or size. It also highlights the differences in the carbon calculation methodologies used by the institutions.

Results build on the recent publications that document the Latin American context. The article contributes to knowledge about Andean university commitments and actions relating to climate change and carbon neutrality. This knowledge can contribute to how universities in the region seek to apply different methodologies, set targets and the timing of actions and consider their contextual opportunities and obstacles.

Comparing university carbon footprints and carbon neutrality plans is an emerging topic, presenting methodological and institutional difficulties. This paper reveals some of these difficulties by comparing parameters, actions and implementation processes against contextual factors. While there is a drive for international and national comparisons and systematization of data on university carbon performance, significant methodological gaps still need to be resolved to account for these contextual factors.

Calibration and 6-DOF test of a unique inertial measurement unit (IMU) using a Quadrotor aircraft. The purpose of this paper is to discuss the above issue.

An IMU with the special capability of measuring the angular acceleration was developed and tested. A Quadrotor aircraft is used as 6-DOF test platform. Kinematics modeling of the Quadrotor was used in the determination of the Euler angles, while Dynamics modeling aided in the design the closed loop controller. For safety, the flight test was performed on a 6-DOF constrained reduced-gravity test stand.

The developed IMU is suitable for measuring states and its time derivatives of mini UAVs. Not only that but also a simple control algorithm can be integrated in the same processing unit (a 32 microcontroller in this case).

The tested IMU as well as the safety constrained test techniques are unique.

Laws geared toward regulating the employment relationship cling to traditional definitions of workplaces, neglecting the domain of the home and those who work there. Domestic workers, a population of largely immigrant women of color, have performed labor inside of New York City's homes for centuries and yet have consistently been denied coverage under labor law protections at both the state and federal level. This article traces out the exclusions of domestic workers historically and then turn to a particular piece of legislation – the 2010 New York Domestic Worker Bill of Rights – which was the first law of its kind to regulate the household as a site of labor, therefore disrupting that long-standing pattern. However, the law falls short in granting basic worker protections to this particular group. Drawing from 52 in-depth interviews and analysis of legislative documents, The author argues that the problematics of the law can be understood by recognizing its embeddedness, or rather the broader political, legal, historical, and social ecology within which the law is embedded, which inhibited in a number of important ways the law's ability to work. This article shows how this plays out through the law obscuring the specificity of where this labor is performed – the home – as well as the demographic makeup of the immigrant women of color – the whom – performing it. Using the case study of domestic workers' recent inclusion into labor law coverage, this article urges a closer scrutiny of and attention to the changing nature of inequality, race, and gender present in employment relationships within the private household as well as found more generally throughout the low-wage sector.

Communities are critical sites for studying the politics of inequality within neoliberal capitalism. We illustrate this by providing regional case studies of the enactments and outcomes of three types of neoliberal policies in the United States: (1) cutbacks in family planning policies, (2) municipal underbounding and failures to provide public infrastructure within unincorporated communities, and (3) “tough on crime” policies leading to mass incarceration. Building on insights from intersectional feminist theory and using evidence from in-depth interviews from three Southwestern communities, we argue that neoliberal capitalism is compounding intersecting inequalities affecting women of color. In particular, we claim that neoliberal policies at the local and state levels are compromising the reproductive autonomy and public health of women of color and creating new challenges for their family care work.