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Defines racial harassment and the forms in which it generally appears. Looks at the issue from the employer's perspective, advising liabilities. Continues by putting the employee's point of view. Expels some common myths and lists some useful recent case law.

Existing evidence on peer effects in the productivity of coworkers stems from either laboratory experiments or real-world studies referring to a specific firm or occupation. In this paper, we aim at providing more generalizable results by investigating a large local labor market, with a focus on peer effects in wages rather than productivity. Our estimation strategy—which links the average permanent productivity of workers' peers to their wages—circumvents the reflection problem and accounts for endogenous sorting of workers into peer groups and firms. On average over all occupations, and in the type of high-skilled occupations investigated in studies on knowledge spillover, we find only small peer effects in wages. In the type of low-skilled occupations analyzed in extant studies on social pressure, in contrast, we find larger peer effects, about one-half the size of those identified in similar studies on productivity. (JEL J24, J31, J41, M12, M54)

Women's entrance into the labor market in large numbers has exacerbated incompatibilities between employer and family interests. Research reveals that conflict between paid work and family responsibilities has been linked to decreased employee productivity as well as decreased family functioning. In this review, we explore the nature of job/family incompatibility, organizational interests in family responsive policies, and the current prevalence of various policies within work organizations. We then review what is known about the effectiveness of particular family-responsive policies on organizational and family functioning. Finally, we consider barriers to further institutionalization of family responsive policy and suggest future research and policy directions.

Provides examples of discrimination suffered by Asians and outlines the different ways discrimination takes place. Proffers some suggestion which would remedy these problems.

The global, 24/7 economy and the organizational changes it has generated have enormous implications for the organization, experience and use of time in (and out of) the workplace. In addition to eroding the boundary between home and work, creating time pressures both within and outside of the workplace, the need for businesses to compete in a 24/7 global economy has re-problematized time in the workplace. Drawing on sociology, labor economics, organizational behavior and social history, the papers in this volume examine either empirically or theoretically, a variety of aspects of time in the workplace. Contributors to this volume examine issues surrounding the distribution of and struggle over work hours and how these vary across a number of factors including race, class, occupation and other structural components of work. They examine temporal structures within organizations including inequities in flexible scheduling, entrainment and work teams, polychronicity, and how changing temporal structures affect professionalism and expertise. They also consider the way in which changing uses and organization of work time, in the context of economic instability and globalization, affect the difficulties of reconciling work and family. At the more micro-level, the papers consider individuals' perceptions and constructions and intersubjective constructions of time. To varying degrees, the authors speak to the policy implications or strategies for managing new times. Taken as a whole, these papers shed light on the way in which globalization and the emergence of a 24/7 economy have altered the ways, times, and meanings of time at work. This book series is available electronically online.

Introduction -- Background and Study Approach -- Barriers to Air Force Civilian Advancement -- Barriers to Air Force Civilian Retention -- Conclusion and Recommendations -- Appendix A: The Civilian Personnel System -- Appendix B: Relevant Survey Results of Air Force Civilians -- Appendix C: Base Selection Methodology -- Appendix D: Full Race/Ethnicity and Gender Results on Entry Grade-Level Analysis -- Appendix E: Focus Group Background Questionnaires and Protocols -- Appendix F: Qualitative Coding Guide.

"Workplace envy can affect everyone: everyone is likely to feel, observe, or be the victim of envy in the workplace at some point in their career. This book argues that though envy is an omnipresent emotion in contemporary organizations, it often hides behind systems associated with other causes. Any type of dysfunction can be seen in a new light with the realization that it is a consequence of envy. This book explores what is likely to reinforce envy in the workplace and turn it into a toxic emotion and how a sense of failure and inferiority can arise in environments in which only performance and success are valued. With this in mind, Workplace Envy offers possible solutions to prevent envy from developing in such a way that it becomes harmful to an organization."--BOOK JACKET

In this paper, the definition of sexual harassment and the profile of typical victims of sexual harassment are presented. Suggestions related to the prevention of sexual harassment are discussed.

The workplace is a highly meaningful context for intercultural communication where persons who come from different countries, identify with different ethnic groups or speak different languages get to collaborate and develop relationships with one another. Needless to say, interpersonal communication in the workplace has always been a primary area of interest for intercultural communication research. Early scholarship focused on the preparation of U.S. military personnel, diplomats, business people, and missionaries for overseas assignments. However, the increasing pluralization of the social landscape has bolstered research endeavors. These days, the scope of intercultural workplace communication inquiry comprises everyday face-to-face and technology-mediated interactions in encounters, relationships, groups, and teams in a variety of working arrangements, and across a range of public and private sector organizations worldwide. The scholarship also draws on the organizational approaches of antidiscrimination and diversity management that emerged in the United States and have subsequently been exported to and reinterpreted in workplaces around the world. Researchers have looked into such workplace communication processes and phenomena as social categorization, stereotyping, prejudice and discrimination, conflict and its management, organizational satisfaction and identification, socialization, supportive communication, interpersonal relationship development and informal interaction, negotiation of shared workplace culture, knowledge sharing, decision-making, learning and innovation, or leadership and management. In recent years, there has been a growing interest in the ways languages are used in interactions at work. ; peerReviewed