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In this paper, the author advocates recognizing, developing, and promoting “critical interactionism” as a legitimate and pragmatically useful scholarly project. The author argues that critical interactionism includes different interactionist traditions, critical approaches, methodological styles, and sensitizing concepts – as long as they tell us something about how power and inequality operate. I review two fundamental elements of this project that constitute its past and likely future: (1) theoretical interventions that excavate critical insights, diversify founders, integrate critical theories, and promote interactionism's usefulness for critical inquiry and (2) empirically grounded conceptual interventions that shed light on generic processes of inequality reproduction. Although the larger discipline of sociology continues to marginalize interactionism yet selectively adopt its principles, critical interactionism has the potential to break through what David Maines called the fault line of consciousness. The promise of critical interactionism is that it can simultaneously make interactionism more relevant to our discipline and make our discipline more relevant to the social world.

Despite the importance of tourism ethnocentrism in emerging tourism destinations, there is limited, but growing, research interest in this area. This study aims to respond to current calls for investigating mechanisms that can promote tourism ethnocentrism in both emerging and developed tourism destinations.

This study examines the ethical and social consequences of the accelerated adoption of new technologies. An empirical approach is employed to explore the impacts of rapid technological integration on societal norms, ethical considerations, and individual behaviours. Responses from 305 participants are analysed using partial least squares structural equation modelling (PLS-SEM), focusing on perceived usefulness, ease of use, relative advantage, personal innovativeness, and fear of missing out (FOMO). The findings unveil intricate interactions between technological advancements and ethical–social dynamics, underscoring challenges and opportunities. This study offers critical insights for policymakers, technology developers, and society at large, aiming to encourage a more ethically informed and socially conscious approach to technology adoption.

Amid the Israel-Hamas conflict in October 2023, social media platforms such as Instagram, have emerged as crucial platforms for millions seeking real-time insights, as well as those disseminating information about the conflict. Trending search terms on Instagram, such as “graphic Israel footage”, “live stream in Israel right now,” or #FreePalestine and #SaveSheikhJarrah, revealed a collective thirst for unfiltered frontline perspectives by users. Interestingly, individuals actively posting about the conflict experienced shifts in follower engagement, exemplified by the suspension of activist, Shaun King, whose 6-million followership Instagram account was disabled in December 2023.¹ Digital platforms play critical roles in escalating tensions, exposing governmental cruelty, and rallying international support (Burum, 2016; David, 2014). The case of Palestine and Israel underscores online media’s role in constructing narratives and mobilizing resistance. This study seeks to illuminate the connection between visual storytelling, youth activism, and social media dynamics during conflict (Abushbak et al., 2020; Burum, 2016; David, 2014; Pruchnic, & Ceraso, 2020). This chapter examines textual and visual content by applying Textual-Visual Thematic Analysis to content posted on Instagram. This is done to understand Instagram users’ discourse in October 2023 on Instagram. It analyzes how content shapes narratives and seeks to identify any patterns in the narratives shared by selected Instagram users. As such, this study aims to offer insights into the role that social media, particularly Instagram, plays in influencing narratives, fostering youth activism, and shaping public discourse during conflict.

While scholarship has identified the bias that maternal women (Arena et al., 2023; Grandey et al., 2020) and racial minority employees (King et al., in press) endure, few have taken aim at understanding how these identity characteristics might combine to concomitantly shape work experiences. Drawing from stigma theory (Goffman, 1963), the primary purpose of our chapter is to examine how the stereotypes of maternity might interact with race-based stereotypes to shape the experiences of working women. In doing so, we will be able to identify which stereotypes of maternity (i.e., incompetence or disloyalty; Grandey et al., 2020) might be exacerbated or weakened when varying race-based stereotypes are considered. After reviewing the potential for intersecting stereotypes, we then argue that mothers might experience different work and health outcomes – both pre- and postpartum – based on their race. We close by providing insight for future scholars and identify additional identity characteristics that may shape mothers' workplace experiences.

Emergency service dispatchers perform a vital role in assisting callers by helping them through the emergency they are in and ensuring the delivery of first responders. If an emergency caller prematurely hangs up a call, before the arrival of first responders, it can impact a dispatcher’s ability to provide them with assistance. This paper aims to understand why staged callers, who are attempting to cover up a crime, and authentic callers hang up by identifying which linguistic and behavioural indicators occur prior to the end of a call.

A sample of 40 emergency calls (20 staged; 20 authentic) related to health and welfare emergencies were analysed with a temporal measure known as indicator waves. This provided a means to identify which indicators occurred above the level expected by chance near the end of authentic and staged calls.

The results of the current study show that the indicators that proceeded hanging up in authentic calls reflected the nature of the situation (e.g. nonurgency wherein the victim is deceased or is in a stable condition). Whereas the indicators that proceeded hanging up in staged calls focused on the “staging” aspect of the incident by accounting for forensic evidence that could be incriminating.

The identification of indicators that occur before the end of staged and authentic calls provides further insight into the differences between the two call types and offers opportunities for further research, potentially leading to application.

Organizational scholars studying compensation often place an emphasis on certain employee groups (e.g., executives). Missing from this discussion is research on the compensation systems for low-wage jobs. In this review, the authors argue that workers in low-wage jobs represent a unique employment group in their understanding of rent allocation in organizations. The authors address the design of compensation strategies in organizations that lead to different outcomes for workers in low-wage jobs versus other workers. Drawing on and integrating human resource management (HRM), inequality, and worker literatures with compensation literature, the authors describe and explain compensation systems for low-wage work. The authors start by examining workers in low-wage work to identify aspects of these workers’ jobs and lives that can influence their health, performance, and other organizationally relevant outcomes. Next, the authors explore the compensation systems common for this type of work, building on the compensation literature, by identifying the low-wage work compensation designs, proposing the likely explanations for why organizations craft these designs, and describing the worker and organizational outcomes of these designs. The authors conclude with suggestions for future research in this growing field and explore how organizations may benefit by rethinking their approach to compensation for low-wage work. In sum, the authors hope that this review will be a foundational work for those interested in investigating organizational compensation issues at the intersection of inequality and worker and organizational outcomes.

Organizational research on diversity, equity, and inclusion (DEI) is at times siloed; the experience of one minoritized or underrepresented group is treated as completely separate and different from the experience of another group and thus research separately. For example, there are terms that are studied only in the context of one group, and a different term is used to study a very similar (or identical) concept among a different group. Indeed, there are many unique experiences that specific minority groups encounter at work. Because of this end, minority groups should not be fully categorized together, and their individual should not be erased. However, there are shared experiences that many or all minorities experience at work, whether they are a gender minority, racial minority, or a member of any other minoritized group. Recognizing these shared experiences can help scholars develop a deeper understanding of what it's like to be minoritized or underrepresented at work, and therefore help to better serve these communities. To this end, our chapter highlights three such shared but unique minority experiences: three experiences that are common across all minority groups but operationalize slightly differently in different populations. The first experience we discuss is discrimination, as all minorities typically experience some form of negative differential treatment at work. The second experience we discuss is identity management, as many minorities need to actively think about how they present their minority identity to others (regardless of if their identity is “concealable” or not). Finally, we discuss strength through adversity, as many minorities argue that their minority identity is a source of strength and an area that benefits them at work. We conclude the chapter with a call toward intraminority solidarity, suggesting that recognizing shared experiences and working together can help build better workplaces for all minority employees.