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This study segmented consumers by combining emotional and shopping characteristics to develop typologies that classify their consumption patterns and disposal behaviors.

To identify segments of fashion consumers, an online questionnaire was administered measuring emotional and shopping characteristics, including perspective taking, empathic concern, personal distress, hedonism, and frugality. An online questionnaire involving 168 US-based participants were used to accomplish the purpose of the study. A cluster analysis was conducted to identify segments of participants based on these variables. Consumption patterns and disposal behavior, including motivation to buy environmentally friendly items, consciousness for sustainable consumption, buying impulsiveness, likelihood to follow fashion trends, and tendencies to dispose of or repair damaged or unwanted items were also measured via the questionnaire as dependent variables to be predicted by identified segments.

Three clusters of consumers were identified as: Distressed and Self-Oriented, Warm and Thrifty, and Cold and Frivolous. Distressed and Self-Oriented individuals reported the highest levels of personal distress and hedonism. Warm and Thrifty individuals reported the highest levels of empathic concern, perspective taking and frugality, and the lowest levels of personal distress and hedonism. Cold and Frivolous individuals reported the lowest levels of perspective taking, empathic concern, and frugality.

The classification of consumers into segments brings a new dimension to the field of sustainable fashion. Clusters were created according to the variables of emotional characteristics (i.e. perspective taking, empathic concern, and personal distress) and shopping characteristics (i.e. hedonism and frugality). The analysis unveiled three distinct clusters that can be utilized to develop tailored strategies to successfully promote sustainable fashion consumption.

This study aims to examine YouTube comments relevant to sustainable fashion posted on fashion haul videos over the past decade (2011–2021). It is guided by two research questions: (1) How have sustainable fashion-related comments posted on YouTube fashion haul videos changed over time? and (2) What themes are relevant to sustainable fashion in the comments posted on fashion haul videos?

A data set of comments from 110 fashion haul videos posted on YouTube was refined to only include comments with keywords related to sustainable fashion. Leximancer, a machine learning technique, was employed to identify concepts within the data and co-occurrences between concepts. Linguistic Inquiry and Word Count software was employed to assess the prevalence of concepts and identify sentiment over time.

Over the decade, the authors identified increased comments and conversations relevant to sustainable fashion. For instance, conversations surrounding sustainable fashion were linked to “waste” and “addicted” between 2011 and 2013, which evolved to include “environment” and “clothes” between 2014 and 2016, to “buy” and “workers” between 2017 and 2019 and “sustainable” between 2020 and 2021, demonstrating the changes in conversation topics over time.

With increasing engagement from YouTube viewers on sustainable fashion, retail-affiliated content that promotes sustainable fashion is proposed as one approach to engage viewers and promote sustainable practices in the fashion industry, whereby content creators can partner with retailers to feature products and educate viewers on the benefits of sustainable fashion.

The findings suggest that consumers are becoming more aware of and responsive to sustainable fashion. The originality of this research stems from identifying the source of this interest.

Whether or not women have children has profound consequences for their employment experiences. Employers may see women with no children as conforming more closely than women with children (and yet not as closely as male employees) to the pervasive ‘ideal worker’ stereotype of a full-time, committed worker with no external responsibilities. However, managers and co-workers may also perceive women with no children as deviating from prevailing pronatalist norms in Australian and other comparable societies, which construct and value women as mothers and stigmatise and devalue women with no children. Accordingly, women with no children may be rewarded or penalised in different employment contexts at different times according to the degree to which they conform to or deviate from the most salient characteristics associated with the ideal worker and mothering femininity. This chapter explores patriarchal and capitalist configurations of femininities, masculinities and workers as drivers of employment experiences among women with no children. It then discusses empirical research from Australia and comparable countries, in order to elucidate the diversity of employment experiences among women with no children.

This study aims to investigate individual motivations for participating in collaborative health knowledge producing teams (KPTs), as well as satisfaction gained by participation in science teams. The authors focus on understanding motivators across team types, levels of engagement and alignment within and across teams and need satisfaction in a total of six science teams. Areas of strong congruence and divergence of motivating factors can be aligned across (i) learning and professional growth satisfaction, (ii) respect, collegiality and enjoyment satisfaction and (iii) accomplishment and discovery satisfaction. Levels of satisfaction are hierarchically mapped showing their relation to more external and communal foci to motivations that seek satisfaction of individual needs.

This mixed method comparative study uses data from the motivation assessment for team readiness integration and collaboration (MATRICx) tool and themes generated from semi-structured interviews. This methodology provided a means to compare a hierarchy of motivations against levels of collaborative engagement, as well as individual needs satisfaction and ultimately the identification of higher and lower-level motivations related to self and external foci.

The findings indicate that there are both similarities and differences in motivations in different health science teams when one compares biomedical, education and policy teams. A comparison of MATRICx data from across team types and teams suggests areas of strong congruence as well as areas of divergence in motivation factors.

The paper and its findings use a novel tool along with qualitative research techniques to identify motivation in KPTs and uses these data to understand what type of needs satisfaction are important across three areas of health science teaming. Our research informs team leaders, facilitators and consultants about the important motivations team members have entering teams and has the potential to provide a blueprint to ensure peak performance as individual team members seek to address their ever-growing professional needs.

This chapter examines the tension between interdependence and dominance. First, we briefly review prominent social psychological theories regarding the development and maintenance of status systems. Next we briefly describe how these structures help distribute social power in modern society. We then examine how prejudice, stereotyping, and discrimination stem from status systems and interdependence, using the Stereotype Content Model (Fiske, Xu, Cuddy & Glick, 1999; Fiske, Cuddy, Glick, & Xu, 2002). Next, we consider the unique circumstances of gender relations and how they give way to complementary justifications of gender inequality, using Ambivalent Sexism Theory (Glick & Fiske, 1996, 1999, 2001a, 2001b). Last, we review evidence to support our argument that women do not necessarily acquiesce joyfully to the present hierarchical arrangement, but rather guide their choices by their pragmatic alternatives, as dictated by benevolent and hostile ideologies.

I describe the shifting standards model of stereotyping and explain the implications of this model for organizational decisions. I present research showing that the standards one sets for inferring competence and incompetence affect important organizational decisions, including short listing, hiring, probation, and firing decisions. I also present research documenting that gender stereotypes interact with parental status to affect standards set for hiring a mother and father. I conclude by offering recommendations for future research that delineates the subtle ways stereotypes affect judgments of work-related competence.

This chapter focuses on the implications of both the descriptive and prescriptive aspects of gender stereotypes for women in the workplace. Using the Lack of Fit model, we review how performance expectations deriving from descriptive gender stereotypes (i.e., what women are like) can impede women's career progress. We then identify organizational conditions that may weaken the influence of these expectations. In addition, we discuss how prescriptive gender stereotypes (i.e., what women should be like) promote sex bias by creating norms that, when not followed, induce disapproval and social penalties for women. We then review recent research exploring the conditions under which women experience penalties for direct, or inferred, prescriptive norm violations.

FINANCIAL fears are only less cruel than those of war, and lead men into extravagances which they would repudiate indignantly in their cooler moments. If the doings of the Economy Committee at Manchester in relation to children's libraries, as described in the article by Mr. Lamb in our last issue, are true, we have in them an example of a kind of retrenchment at the expense of the young which we hope is without parallel and will have no imitators. Some reduc‐tion of estimates we hear of from this or that place, but in few has the stupid policy which urges that if we spend nothing we shall all become rich been carried into full effect. Libraries always have suffered in times of crisis, whatever they are; we accept that, though doubtfully; but we do know that the people need libraries.