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Publisher: Emerald   (Total: 308 journals)

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A Life in the Day     Hybrid Journal   (Followers: 8)
Accounting Auditing & Accountability J.     Hybrid Journal   (Followers: 17)
Accounting Research J.     Hybrid Journal   (Followers: 20, SJR: 0.155, h-index: 2)
Accounting, Auditing and Accountability J.     Hybrid Journal   (Followers: 3)
Advances in Accounting Education     Hybrid Journal   (Followers: 10)
Advances in Appreciative Inquiry     Hybrid Journal   (Followers: 2)
Advances in Dual Diagnosis     Hybrid Journal   (Followers: 23)
Advances in Mental Health and Intellectual Disabilities     Hybrid Journal   (Followers: 38, SJR: 0.133, h-index: 2)
Advances in Mental Health and Learning Disabilities     Hybrid Journal   (Followers: 19)
African J. of Economic and Management Studies     Hybrid Journal   (Followers: 7)
Agricultural Finance Review     Hybrid Journal   (Followers: 1)
Aircraft Engineering and Aerospace Technology     Hybrid Journal   (Followers: 166, SJR: 0.285, h-index: 13)
American J. of Business     Hybrid Journal   (Followers: 5)
Anti-Corrosion Methods and Materials     Hybrid Journal   (Followers: 4, SJR: 0.219, h-index: 22)
Arts Marketing : An Intl. J.     Hybrid Journal   (Followers: 10)
Asia Pacific J. of Marketing and Logistics     Hybrid Journal   (Followers: 5)
Asia-Pacific J. of Business Administration     Hybrid Journal   (Followers: 2, SJR: 0.167, h-index: 4)
Asian Education and Development Studies     Hybrid Journal   (Followers: 5)
Asian J. on Quality     Hybrid Journal   (Followers: 2)
Asian Review of Accounting     Hybrid Journal   (Followers: 1, SJR: 0.119, h-index: 2)
Aslib Proceedings     Hybrid Journal   (Followers: 307, SJR: 0.64, h-index: 22)
Assembly Automation     Hybrid Journal   (Followers: 1, SJR: 0.301, h-index: 18)
Baltic J. of Management     Hybrid Journal   (Followers: 2, SJR: 0.279, h-index: 8)
Benchmarking : An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.671, h-index: 25)
British Food J.     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 20)
Built Environment Project and Asset Management     Hybrid Journal   (Followers: 13)
Business Process Management J.     Hybrid Journal   (Followers: 6, SJR: 0.7, h-index: 24)
Business Strategy Series     Hybrid Journal   (Followers: 4, SJR: 0.139, h-index: 2)
Campus-Wide Information Systems     Hybrid Journal   (Followers: 5, SJR: 0.292, h-index: 11)
Career Development Intl.     Hybrid Journal   (Followers: 10, SJR: 0.75, h-index: 19)
China Agricultural Economic Review     Hybrid Journal   (Followers: 1, SJR: 0.315, h-index: 4)
China Finance Review Intl.     Hybrid Journal   (Followers: 3)
Chinese Management Studies     Hybrid Journal   (Followers: 4, SJR: 0.254, h-index: 6)
Circuit World     Hybrid Journal   (Followers: 9, SJR: 0.241, h-index: 14)
Clinical Governance: An Intl. J.     Hybrid Journal   (Followers: 16, SJR: 0.232, h-index: 12)
Collection Building     Hybrid Journal   (Followers: 7, SJR: 0.433, h-index: 8)
COMPEL: The Intl. J. for Computation and Mathematics in Electrical and Electronic Engineering     Hybrid Journal   (Followers: 3, SJR: 0.244, h-index: 16)
Competitiveness Review : An Intl. Business J. incorporating J. of Global Competitiveness     Hybrid Journal   (Followers: 3)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 14)
Corporate Communications An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.535, h-index: 15)
Corporate Governance Intl. J. of Business in Society     Hybrid Journal   (Followers: 6, SJR: 0.285, h-index: 17)
Critical Perspectives on Intl. Business     Hybrid Journal   (SJR: 0.312, h-index: 9)
Cross Cultural Management An Intl. J.     Hybrid Journal   (Followers: 5, SJR: 0.434, h-index: 4)
Development and Learning in Organizations     Hybrid Journal   (Followers: 5, SJR: 0.128, h-index: 5)
Direct Marketing An Intl. J.     Hybrid Journal   (Followers: 6)
Disaster Prevention and Management     Hybrid Journal   (Followers: 13, SJR: 0.283, h-index: 21)
Drugs and Alcohol Today     Hybrid Journal   (Followers: 24, SJR: 0, h-index: 1)
Education + Training     Hybrid Journal   (Followers: 15, SJR: 0.338, h-index: 18)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal  
Employee Relations     Hybrid Journal   (Followers: 5, SJR: 0.331, h-index: 13)
Engineering Computations     Hybrid Journal   (Followers: 3, SJR: 0.435, h-index: 30)
Engineering, Construction and Architectural Management     Hybrid Journal   (Followers: 16, SJR: 0.329, h-index: 18)
Equal Opportunities Intl.     Hybrid Journal   (Followers: 2)
Equality, Diversity and Inclusion : An Intl. J.     Hybrid Journal   (Followers: 9, SJR: 0.256, h-index: 2)
Ethnicity and Inequalities in Health and Social Care     Hybrid Journal   (Followers: 7, SJR: 0.128, h-index: 1)
EuroMed J. of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 3, SJR: 0.425, h-index: 13)
European J. of Innovation Management     Hybrid Journal   (Followers: 15, SJR: 0.556, h-index: 19)
European J. of Marketing     Hybrid Journal   (Followers: 14, SJR: 0.811, h-index: 31)
European J. of Training and Development     Hybrid Journal   (Followers: 7, SJR: 0.387, h-index: 14)
Evidence-based HRM     Hybrid Journal   (Followers: 7)
Facilities     Hybrid Journal   (Followers: 1, SJR: 0.323, h-index: 11)
foresight     Hybrid Journal   (Followers: 7, SJR: 0.47, h-index: 14)
Gender in Management : An Intl. J.     Hybrid Journal   (Followers: 9, SJR: 0.294, h-index: 14)
Grey Systems : Theory and Application     Hybrid Journal  
Health Education     Hybrid Journal   (Followers: 3, SJR: 0.278, h-index: 11)
Higher Education, Skills and Work-based Learning     Hybrid Journal   (Followers: 27, SJR: 0.112, h-index: 2)
History of Education Review     Hybrid Journal   (Followers: 3, SJR: 0, h-index: 1)
Housing, Care and Support     Hybrid Journal   (Followers: 6, SJR: 0.187, h-index: 1)
Human Resource Management Intl. Digest     Hybrid Journal   (Followers: 11, SJR: 0.105, h-index: 4)
Humanomics     Hybrid Journal   (Followers: 2)
Indian Growth and Development Review     Hybrid Journal   (SJR: 0.121, h-index: 1)
Industrial and Commercial Training     Hybrid Journal   (Followers: 5, SJR: 0.184, h-index: 8)
Industrial Lubrication and Tribology     Hybrid Journal   (Followers: 4, SJR: 0.433, h-index: 14)
Industrial Management & Data Systems     Hybrid Journal   (Followers: 3, SJR: 0.979, h-index: 49)
Industrial Robot An Intl. J.     Hybrid Journal   (Followers: 2, SJR: 0.483, h-index: 21)
Info     Hybrid Journal   (SJR: 0.374, h-index: 14)
Information Management & Computer Security     Hybrid Journal   (Followers: 12, SJR: 0.397, h-index: 25)
Information Technology & People     Hybrid Journal   (Followers: 166, SJR: 0.565, h-index: 18)
Interactive Technology and Smart Education     Hybrid Journal   (Followers: 9)
Interlending & Document Supply     Hybrid Journal   (Followers: 221, SJR: 0.411, h-index: 9)
Internet Research     Hybrid Journal   (Followers: 197, SJR: 0.899, h-index: 40)
Intl. J. for Lesson and Learning Studies     Hybrid Journal   (Followers: 2)
Intl. J. for Researcher Development     Hybrid Journal   (Followers: 7)
Intl. J. of Accounting and Information Management     Hybrid Journal   (Followers: 5, SJR: 0.125, h-index: 1)
Intl. J. of Bank Marketing     Hybrid Journal   (Followers: 4, SJR: 0.716, h-index: 21)
Intl. J. of Climate Change Strategies and Management     Hybrid Journal   (Followers: 7)
Intl. J. of Clothing Science and Technology     Hybrid Journal   (Followers: 4, SJR: 0.154, h-index: 18)
Intl. J. of Commerce and Management     Hybrid Journal  
Intl. J. of Conflict Management     Hybrid Journal   (Followers: 10, SJR: 0.459, h-index: 28)
Intl. J. of Contemporary Hospitality Management     Hybrid Journal   (Followers: 8, SJR: 0.795, h-index: 19)
Intl. J. of Culture Tourism and Hospitality Research     Hybrid Journal   (Followers: 13)
Intl. J. of Development Issues     Hybrid Journal   (Followers: 5)
Intl. J. of Disaster Resilience in the Built Environment     Hybrid Journal   (Followers: 6, SJR: 0.337, h-index: 4)
Intl. J. of Educational Management     Hybrid Journal   (Followers: 3)
Intl. J. of Emergency Services     Hybrid Journal   (Followers: 1)
Intl. J. of Emerging Markets     Hybrid Journal   (Followers: 2)
Intl. J. of Energy Sector Management     Hybrid Journal   (Followers: 4, SJR: 0.249, h-index: 6)
Intl. J. of Entrepreneurial Behaviour & Research     Hybrid Journal   (Followers: 6, SJR: 0.441, h-index: 16)
Intl. J. of Event and Festival Management     Hybrid Journal   (Followers: 9)

        1 2 3 4 | Last

Journal Cover Cross Cultural Management An International Journal
   [7 followers]  Follow    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
     ISSN (Print) 1352-7606
     Published by Emerald Homepage  [308 journals]   [SJR: 0.434]   [H-I: 4]
  • Self-initiated expatriates: An exploratory study of adjustment of adult
           third-culture kids vs. adult mono-culture kids
    • Authors: Jan Selmer et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose As it has been suggested that adult third-culture kids may be more culturally adaptable than others, they have been labelled “the ideal” expatriates. In this article, we explore the adjustment of self-initiated expatriate academics in Hong Kong, comparing adult third-culture kids with adult mono-culture kids. Design/methodology/approach We use survey results from 267 self-initiated expatriate academics in Hong Kong. Findings Exploratory results show that adult third-culture kids had a higher extent of general adjustment. No significant results were found in relation to interaction adjustment and job adjustment. We also found that recent expatriate experiences generally had a positive association with the adjustment of adult mono-culture kids, but this association only existed in terms of general adjustment for adult third-culture kids. Originality/value Once corroborated by further studies, this exploratory research project may contribute to the understanding of the adjustment of adult third-culture kids as well as the role of experience and multicultural abilities. Few, if any, prior studies, have examined adjustment of this group of self-initiated expatriates.
      PubDate: Thu, 18 Sep 2014 09:22:21 GMT
       
  • Scholar's Corner: Kristine Marin Kawamura, PhD Interviews Mihaly
           Csikszentmihalyi, PhD
    • Authors: Kristine Marin Kawamura et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014.
      PubDate: Thu, 18 Sep 2014 09:22:14 GMT
       
  • Does job position moderate the relationship between gender and
           ethics': A cross-cultural analysis
    • Authors: Chung-wen Chen et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose The purpose of this study is to examine the relationship between gender and ethics, the interaction of job position and gender on ethics, and the three-way interacting effects of cultural values, job position, and gender on ethics. Design/methodology/approach The individual-level data was from the 2005-2008 wave of World Values Survey data set and the cultural values were from the GLOBE study. The research contained 26,639 subjects from 30 nations and used HLM to conduct data analysis. Findings Results showed that men are more likely than women to justify ethically suspect behaviours. In addition, under high in-group collectivism, the ethical difference between genders tends to decrease at high job positions and under high performance orientation, the ethical difference between genders tends to increase at high job positions. Research limitations/implications This research depends on secondary data; it is therefore impossible for the author to control the data collection process, which could be an issue for discussion. In addition, because of limited available studies to refer to, the formation of the individual-level moderator, job position, might cause some attention. Practical implications Corporate education and training in regards to ethical issues becomes even more vital, especially for men, since the statistical results showed that men are more likely than women to be deviant. Meanwhile, organizations can help themselves by recruiting a greater number of females, as this study shows that females are seen to make more ethically sound decisions than males. Furthermore, under the contexts of high in-group collectivism and low performance orientation, both genders in higher job positions tend to be more unethical than people in lower positions. Since people in higher positions have the right and the power to set the ethical tone for the organization (Clinard 1983; Posner and Schmidt 1992), it becomes particularly essential for firms to pay close attention to ethical issues in higher job positions. Originality/value The study proved that the relationship between gender and ethics is more complicated than expected; job position and cultural values can jointly influence the individual-level relationship. In addition, since human behaviour is complicated, employing multilevel method to investigate humane behaviours in the field of management becomes necessary in the future.
      PubDate: Thu, 18 Sep 2014 09:22:14 GMT
       
  • How congruent are managers’ perceptions of cultural distance with
           objective reality'
    • Authors: Goudarz Azar et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose This study examines the extent to which managers’ perceptions of cultural distance—one of the most important explanatory factors in the field of international business—are congruent with objective reality. Design/methodology/approach By subjecting a sample of 242 export ventures to correlation and confirmatory factor analyses, managers’ perceptions of the cultural distance (i.e. perceived cultural distance) between 29 international markets and Sweden (the home market) were compared, with “objective” cultural distance gauged using Hofstede’s (1980) scores for dimensions of national culture. Findings A statistically significant correlation was found between managers’ perceptions of cultural distance and “objective” cultural distance. Originality/value Despite the importance of perceptual data in many theoretical and practical domains, few studies analyze the validity of such data. The present findings validate the congruence of perceptual data regarding cultural distance with “objective” cultural distance.
      PubDate: Thu, 18 Sep 2014 09:22:14 GMT
       
  • Elio Vera has interviewed Christian Acosta-Flamma
    • Authors: Elio Vera et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014.
      PubDate: Thu, 18 Sep 2014 09:22:13 GMT
       
  • Social capital and national innovation system: A cross-country analysis
    • Authors: Sepehr Ghazinoory et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose In the last two decades, researchers have paid much attention to the role of cultural values on economic and social development. In particular, the crucial role of different aspects of culture on the development of innovation has been stressed in the literature. Consequently, it is vital to understand how social capital, as a core cultural value, affects the innovation process and the innovative performance at the national level. However, to date, the impact of different dimensions of social capital and innovation has not been properly portrayed or explained. Thus, the current exploratory research attempts to investigate the influence of four different dimensions of social capital (institutional and interpersonal, associational life and Norms) on two of the main functions of NIS (Entrepreneurship and knowledge creation) based on over 50000 observations in thirty-four countries. Design/methodology/approach In this regard, national-level data from the World Values Survey (WVS) database was employed to quantify social capital. Entrepreneurship is, in turn, assumed to consist of three sub-indexes and fourteen indicators based on the Global Entrepreneurship Index (GEI). Knowledge creation is also measured through US Patent Office applications. Also, exploratory factor analysis (EFA) and structural equation modeling (SEM) approach were used to build the measurement model and investigate the impact that each factor of social capital had on entrepreneurship and knowledge application respectively. Measurement and structural models were built and their reliability and validity were tested using various fit indices. Research findings suggest the strong positive effect of institutional trust and networking on entrepreneurship. Also, interpersonal trust and networks were shown to have high influence on knowledge development at the national level. Norms appear to have naïve to medium negative effects on both functions. Findings Research findings suggest the strong positive effect of institutional trust and networking on entrepreneurship. Also, interpersonal trust and networks were shown to have high influence on knowledge development at the national level. Norms appear to have naïve to medium negative effects on both functions. Originality/value However, to date, the impact of different dimensions of social capital and innovation has not been properly portrayed or explained.
      PubDate: Thu, 18 Sep 2014 09:22:13 GMT
       
  • Metacognition, Cultural Psychological Capital, and Motivational Cultural
           Intelligence
    • Authors: Dilek Gulistan Yunlu et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 4, September 2014. Purpose To discuss (a) the concept of cultural psychological capital (b) its impact on motivational cultural intelligence (CQ) (c) the influence of motivational cultural intelligence on metacognitive awareness and (d) the moderating role of perspective taking on the relationship between motivational cultural intelligence and metacognition. Design/methodology/approach Collected data from international management program alumni to test the hypotheses. Findings The results show that (a) cultural psychological capital has a positive relationship with motivational cultural intelligence, (b) which in turn relates to metacognitive awareness (c) perspective taking doesn’t moderate the relationship between motivational cultural intelligence and metacognition. Research limitations/implications The data was collected from a single source. The study supports broaden-and-build theory (Fredrickson, 2001) by demonstrating that cultural psychological capital has an important association with motivational cultural intelligence. Practical implications Cultural psychological capital can be improved. Therefore, organizations that desire to increase the motivation of employees may consider improving the cultural psychological capital of employees. Learning is an important outcome of motivational cultural intelligence, and it’s an asset for today’s organizations. Originality/value The study takes a positive perspective for cross-cultural experiences and identifies cultural psychological capital as an important resource for expatriates. Metacognitive awareness, as an outcome, provides support that cross-cultural experience results in higher learning for individuals who are motivated.
      PubDate: Thu, 18 Sep 2014 09:22:13 GMT
       
  • Kristine Marin Kawamura, PhD interviews Ikujiro Nonaka, PhD
    • Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 3, July 2014.
      PubDate: Mon, 04 Aug 2014 08:16:00 GMT
       
  • Harmony as means to enhance affective commitment in a Chinese organization
    • Authors: Tachia Chin
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 3, Page 326-344, July 2014. Purpose – Identifying the in-built art-based, multi-dimensionally dynamic nature of the Chinese notion of harmony from the philosophical perspective of Yijing, the purpose of this paper is to investigate the mechanisms among the degree of harmony, employee affective commitment (AC) and compliance behavior at workplace in China. Design/methodology/approach – This paper follows an empirical research design. To reduce extraneous sources of variation and measurement error, this study constrained the sample collection to full-time employees in manufacturing. Regression analysis was used to examine the hypotheses. Findings – Results show that the degree of harmony is positively related to AC and compliance behavior. Findings also confirm the mediation effect of AC on the relationship between the degree of harmony and employee compliance behavior. Practical implications – The research suggests that firms in China may exploit boosting the degree of harmony in organizations as an effective means to enhance employee AC to and compliance with their employers. It enables non-Chinese managers to gain a better understanding of the importance of creating harmonious environment for Chinese employees. Originality/value – This study demonstrates the East-West cultural differences on the notion of harmony (art-based vs science-based views), investigating HR-related issues in China through a newer and broader lens, namely a revolutionary view of “East-West” integrative thinking. Using the model decoded by Yijing's eight trigrams to measure organizational harmony, this paper proposes a novel framework illustrating the relationships between a unique Chinese cultural variable (harmony) and two well-established Western measures (AC and compliance behavior), in response to the recent call for analyzing context-specific implications to develop new context-sensitive theories in HRM.
      PubDate: Mon, 04 Aug 2014 08:16:00 GMT
       
  • Elio Vera has interviewed Guillermo Cisneros Garrido
    • Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 3, July 2014.
      PubDate: Mon, 04 Aug 2014 08:15:59 GMT
       
  • Universal truths: can universally held cultural values inform the modern
           corporation'
    • Authors: Judith L. Walls et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 3, Page 345-356, July 2014. Purpose – There are four criteria that people universally value: health, well-being, longevity, and environmental preservation. When these criteria are violated, a society becomes unsustainable. In order to preserve cultures, these four universal criteria therefore need to be taken into account. But nation states are no longer the dominant form of social organizing – corporations are. This raises questions about the role of corporations in preserving cultural values. How do corporations measure up to these four universal truths' Can corporations live up to these values, above and beyond financial performance, and does it matter' The paper aims to discuss these issues. Design/methodology/approach – Amidst a shifting trend toward vertical individualism which emphasizes personal needs, status, and hierarchy, the paper argues that the universal truths are more important than ever in the consideration of corporate social responsibility. Findings – The paper concludes that although most companies claim to be attending to social and environmental issues, the current form of corporate governing is largely incapable of optimizing the four universally held values. Originality/value – The authors present some examples of corporations and corporate forms that appear to be heading in the “right” direction, but highlight that challenges remain. Nevertheless, the cross-culture literature can help inform the future of the relationship between business, society, and the natural environment.
      PubDate: Mon, 04 Aug 2014 08:15:59 GMT
       
  • Moderating effect of idiocentrism and allocentrism on
           person-organization-person job fit and work attitudes relationship
    • Authors: Mert Aktaş
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 3, Page 290-305, July 2014. Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship. Originality/value – This research adds a cultural component to the person-environment fit research.
      PubDate: Mon, 04 Aug 2014 08:15:59 GMT
       
  • Perceived social support and work-family conflict
    • Authors: Cort W. Rudolph et al
      Abstract: Cross Cultural Management: An International Journal, Volume 21, Issue 3, Page 306-325, July 2014. Purpose – Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population. Design/methodology/approach – Survey data were collected from a diverse sample of employed immigrant and non-immigrant Hispanics from a broad set of occupational groups within Miami, Florida (USA). Structural equation modeling (SEM) was used to test hypotheses. Multi-group analyses were conducted to test for differences in model fit and parameter estimates between the immigrant and non-immigrant subgroups. Findings – The hypothesized model fit the data well, with a significant positive relationship between perceived organizational social support and perceived supervisor social support, a significant negative relationship between perceived organizational social support and work-to-family conflict, and a significant negative relationship between perceived supervisor social support and family-to-work conflict. Multi-group SEM, which offered acceptable model fit, suggests that perceived organizational social support is associated with reduced work-family conflict for immigrant but not for non-immigrant Hispanics, and perceived supervisor social support is associated with reduced work-family conflict for non-immigrant but not for immigrant Hispanics. Research limitations/implications – Cross-sectional data do not allow for strong causal interpretations. Practical implications – Perceived work social support is an important indicator of work-family conflict for both immigrant and non-immigrant Hispanics, although specific relationships can differ based on immigration status. Originality/value – Few studies have investigated differences in work-family conflict between non-immigrant and immigrant Hispanics.
      PubDate: Mon, 04 Aug 2014 08:15:59 GMT
       
 
 
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