This article explores the notion of consumer empowerment in ethical consumption communities, known as responsible consumption communities (RCCs) in Spain. Although consumer empowerment has previously been discussed in the ethical consumer field, mainly in relation to notions of voting in the marketplace, it has yet to be explored thoroughly. In particular, the concept of empowerment should be moved beyond an individualized lens of analysis, acknowledging connectedness of persons. A combination of qualitative techniques was employed, including focus groups, in-depth interviews, observation, and documentary analysis. Our empirical case shows that consumer empowerment should be understood not in relation to consumption, but in relation to new forms of social organizing and experimentation that emerge around consumption.

Bilingual call centers in El Paso, Texas, an extensively bilingual US-Mexico border setting, provide a valuable opportunity to examine empirically what occurs with respect to language shift reversal of Spanish in the context of new information economy. Interviews were conducted with thirty-nine call center operators and managers, and twelve translators and interpreters. Call centers provide an important occupational performance of and recognition to the Spanish language. Nevertheless, bilingual call centers mainly rely on uncompensated, socially provided language skills in Spanish, a freely available “heritage language” in the border setting. Spanish is not valued as a technical competency, worth specific attention to training, management of language features, and extra compensation. Bilingualism is used in the labor market as a sign of cheap and flexible labor, rather than as economically and socially valued “skill,” even though in the new information workplace it serves the latter role. (Call centers, new economy, language and workplace, bilingualism, Spanish, borders)*

The idea of work–family balance has generated considerable interest for researchers who tried to focus mainly on the increased female engagement in the labor market, the rise in dual-income households, as well as the changing nature of organizations, work and the workplace. While some individuals prefer work-life balance (WLB) strategies that set fair and realistic limits between their professional and personal lives, others prefer initiatives that provide harmony between the different aspects of their lives. By surveying both Lebanese male and female employees, this research explored work-life strategies that can be implemented by men and women leaders to balance their work and non-work activities and promote their roles as leaders. In addition, it aims to explore if those work-life strategies enhance organizational performance by means of increased innovativeness, and research and development. The results reveal that there is no significant relationship between employee WLB and organizational performance, indicating that satisfied employees do not necessarily deliver increased or weakened performance. Our results also reveal that supervisor support is positively related to employee WLB. In addition, the study examines the effects of individual coping WLB strategies and organizational provision of WLB policies on employee affective well-being. The results indicate that Lebanese individuals who have positive attitudes and life coping strategies are more capable of achieving overall well-being.

Teorías sobre la figura del emprendedor

There is growing institutional and social pressure for greater balance, parity, and equality at the highest levels of corporations. This is coupled with an increasing interest in analysing the effects of gender diversity on corporate boards. However, companies may only reap the benefits of gender diversity by achieving better qualified and more independent boards. This study aims to contribute to the open debate on the effects of board gender diversity on R&D, by taking into account the independence of female directors. Panel regression analyses were performed with data for 67 Spanish-listed companies during the 2003–2019 period. Our results confirm the positive effects of gender diversity on R&D. However, this positive influence is lower if female directors have family links with male members on the board. These findings have policy implications, regarding the need to increase gender equality in corporate boards for social and sustainability purposes, while the benefits are conditioned by the independence of female directors. The value of this research rests on the study of the effects, beyond the mere analysis of financial performance of the gender diversity of boards.