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This article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural country. It also examines the role of the level of communication between coworkers in moderating this relationship.

Using merged survey and administrative data, the paper estimates OLS and ordered Probit regression estimates of the correlations between two measures of workplace diversity and self-reported job satisfaction.

The relationship between nationality diversity and job satisfaction is negative. While there is some evidence of a nonlinear relationship, it depends on the specification and measure of diversity used. Contrary to expectations, the level of interaction between colleagues does not moderate this relationship.

The research highlights the need for employers to actively manage the diversity within their firms.

The paper adds to the diversity and job satisfaction literature by focusing on the nationalities of coworkers. It also is the first to measure the impact of the levels of interactions with coworkers on the diversity-satisfaction relationship.

Contemporary literature reveals that, to date, the poultry livestock sector has not received sufficient research attention. This particular industry suffers from unstructured supply chain practices, lack of awareness of the implications of the sustainability concept and failure to recycle poultry wastes. The current research thus attempts to develop an integrated supply chain model in the context of poultry industry in Bangladesh. The study considers both sustainability and supply chain issues in order to incorporate them in the poultry supply chain. By placing the forward and reverse supply chains in a single framework, existing problems can be resolved to gain economic, social and environmental benefits, which will be more sustainable than the present practices.

The theoretical underpinning of this research is ‘sustainability’ and the ‘supply chain processes’ in order to examine possible improvements in the poultry production process along with waste management. The research adopts the positivist paradigm and ‘design science’ methods with the support of system dynamics (SD) and the case study methods. Initially, a mental model is developed followed by the causal loop diagram based on in-depth interviews, focus group discussions and observation techniques. The causal model helps to understand the linkages between the associated variables for each issue. Finally, the causal loop diagram is transformed into a stock and flow (quantitative) model, which is a prerequisite for SD-based simulation modelling. A decision support system (DSS) is then developed to analyse the complex decision-making process along the supply chains.

The findings reveal that integration of the supply chain can bring economic, social and environmental sustainability along with a structured production process. It is also observed that the poultry industry can apply the model outcomes in the real-life practices with minor adjustments. This present research has both theoretical and practical implications. The proposed model’s unique characteristics in mitigating the existing problems are supported by the sustainability and supply chain theories. As for practical implications, the poultry industry in Bangladesh can follow the proposed supply chain structure (as par the research model) and test various policies via simulation prior to its application. Positive outcomes of the simulation study may provide enough confidence to implement the desired changes within the industry and their supply chain networks.

This chapter explores the many dynamics of diversity initiatives and presents a central argument that diversity initiatives are most effective when organizational leaders create and strategically implement them to form an inclusive organizational culture. This chapter addresses diversity from a global perspective in three ways. First, it defines diversity and emphasizes one goal: diversity of perspectives. Second, it advocates for creating an organizational culture to overcome conflicting aspects of traditional, demographic-centered, or individual-centered diversity initiatives. Third, it introduces the DURCI Diversity Model, which stands for Define, Understand, Review, Communicate, and Implement, as a five-step method to foster a diverse, inclusive organizational culture. This chapter begins with a definition of diversity as efforts to synchronize unique demographic groups. It emphasizes the importance of defining diversity as it applies to an organization and ultimately creating an organizational culture that transcends individual demographics and defines diversity by what it means explicitly to the organization, including what diversity the organization already possesses. This chapter proceeds to use nonprofit, private, and public organizations, such as the US Department of Health and Human Services, Google, the American Red Cross, Cisco Systems, Americans for the Arts, the National Diversity Council, and the Gates Foundation, to illustrate the wide applicability of the DURCI Diversity Model to frame successful organizational diversity initiatives.

In this study, research was concerned primarily with the development of test methods that are sufficiently sensitive to detect the initial degradation of selected exterior coatings exposed to various pollutant‐containing environments. The test methods employed in generating dose response data included erosion rates, attenuated total reflectance (ATR), gloss and sheen, surface roughness, tensile strength and scanning election microscopy. Five commercially important paint systems were selected for characterizations including an oil house paint, latex coating, an alkyd industrial maintenance coating, a coil coating and an automotive refinish lacquer. The properties of the coating systems were determined periodically consequent to ‘short term’ exposure at four exterior locations and to various pollutant‐containing environments under controlled, but accelerated conditions in an Atlas Xenon Arc Weather‐Ometer® Model 600WR12. The test sites for the former ‘short term’ exterior study were located at Leeds (north central), North Dakota; Los Angeles, California; Chicago (Research Center), Illinois and Valparaiso, Indiana. These sites represent a ‘clean’ rural environment, a high O3 environment, a high SO2 environment, and a relatively high O3 environment plus a moderate SO2 environment, respectively. In the accelerated laboratory exposure study, five enenvironmental pollutant conditions were employed in the Weather‐Ometer including a zero pollutant, 0·1ppm and 1·0ppm SO2 and 0·1ppm or 1·0ppm O3 level. The zero pollutant condition represents the control (clean air) with 0·1 ppm of each pollutant type considered representative of the levels frequently reached in polluted cities. The 1·0ppm levels represent a highly polluted (industrial) site.

AN INCREASING number of Tutor‐Librarians are being appointed to take charge of the well‐equipped libraries in new technical college buildings. Since such posts are a comparatively recent development it must be presumed that the librarians appointed will, in many instances, have obtained their experience in some other branch of the library service.

The purpose of this paper is to estimate the return to multiple language usage in the workplace.

This article aims to estimate the effect that using an additional language at work has on earnings for a sample of workers in the European Community Household Panel survey. OLS and fixed‐effects specifications of log‐earnings regressions are estimated by country with controls for standard human capital, job, and personal characteristics.

The results indicate that the use of a second language in the workplace raises earnings by 3 to 5 percent in several Western European nations, with even greater returns found in some. The estimated returns are found to be correlated with the extent of tourism in the country, but not other measures of trade.

This is the first paper to estimate returns to usage of an additional language in the workplace across the European Union, and contributes to our knowledge of the benefits of multi‐lingualism.

The vast majority of contemporary social scientists have distanced themselves from moral reflection and the academic disciplines that engage in it. Throughout his long career Philip Selznick took a different path, engaging deeply with the moral content of the concepts he employed. This paper argues that he had good reasons to do so. Value neutrality in social research can fatally sever inquiry’s connection to the practical concerns that originally motivated it, and it can distort our understanding of those concerns by recasting them in a scientific mold. To make this case I draw from a long tradition of philosophical thought about the relationship between facts and values, and I illustrate it by examining the limitations of recent social science research about procedural justice in organizations and the order maintenance function of the police.

Advocates of minority groups often claim that the corporate management lays off minority workers first at the onset of recessions and hires them last once the recovery begins. Assertions of this sort are rooted in the belief that the labour market remains inherently discriminatory in spite of the U.S. Equal Employment Opportunity and Affirmative Action laws. Often times the popular media reinforces such assertions. An article in The Wall Street Journal claimed that during the U.S. recession of 1990–91 only blacks suffered a net employment loss (Sharpe, 1993), whereas another report by a Hispanic organisation contended that Hispanics were one of the few minority groups who did not recover from the last recession.