White Americans’ Opposition to Affirmative Action, Revisited: New Racism, Principled Objections, or Both?

In this short article, we provide an update and extension of Thomas C. Wilson’s study, “Whites’ Opposition to Affirmative Action: Rejection of Group-based Preferences as well as Rejection of Blacks.” Wilson drew on data from the 1996 General Social Survey (GSS) to revisit a long-standing debate in the racial attitudes literature concerning whether anti-black prejudice (e.g., “new racism”) or ostensibly race-neutral opposition to group-based policies generally (i.e., “principled objections”) is the primary determinant of whites’ opposition to affirmative action in the form of “preferential hiring and promotion for blacks.” We analyze data from the 2000–2018 GSS to replicate and extend key aspects of Wilson’s work. As in the prior study, we find mixed support for the new racism and principled objections perspectives, providing an important update on white Americans’ beliefs about affirmative action for the twenty-first century.

COVID–19 and Job Losses: Should Affirmative Action and Preferential Hiring still be Applicable in South Africa?

The SARS-COVID-2 virus that causes the Coronavirus (COVID-19) has been having a challenging and devastating impact on finances and jobs worldwide. More specifically, in South Africa, the COVID-19 pandemic is having a crippling effect on jobs. Companies and businesses are struggling to operate and retain workers as revenue streams are drying up. Owners of companies and businesses have been forced to make difficult decisions. An example is the retrenchment of workers by some organizations because of the financial fall-out due to the coronavirus pandemic. Also, before the pandemic, South Africa had unemployment challenges, economic downgrading, and high levels of inequality (within the employment sector). These challenges bring to mind what the employment method and strategy will look like during the (post)-COVID-19. In view of these challenges, one question that comes to mind is: given the COVID-19pandemic and the fact that the job losses affected people of all races, should the policies of affirmative action and preferential hiring still be considered in South Africa? Thus, this paper is a philosophical reflection on COVID-19, job losses, affirmative action, and preferential hiring in South Africa. In reflecting on the above, this paper aims to show that affirmative action and preferential hiring should not be considered in South Africa during the (post)-COVID-19. I conclude that in the face of this tragedy, for the sustainability of the economy, everyone needs to work together to re-establish and reconstruct the country and build an inclusive economy. Keywords: Affirmative action, COVID-19 pandemic, Job losses, Preferential hiring, South Africa

Educational Preparation and Nurse Turnover Intention from the Hospital Bedside

Evidence of an association between nurses’ educational preparation and patient safety has prompted many hospitals to engage in preferential hiring of baccalaureate nurses or invest resources into tuition assistance. Meanwhile, the difficult nature of nursing at the hospital beside, demanding hospital practice environments, and the need for nurses in expanded roles are converging to create a situation whereby education might beget increased turnover from the hospital bedside. This article describes a study that examined the relationship between educational preparation and turnover intention from the hospital bedside in a sample of nurses from an integrated health system in Pennsylvania. The authors discuss the review of literature, theoretical framework, and study methods. Results indicated that educational preparation independently predicted turnover intention from the hospital bedside. In the discussion and conclusion, the authors suggest that to keep hospitalized patients safe and reduce costs, the hospital bedside should be re-envisioned as a specialty so as to retain baccalaureate nurses in this setting.

Rural-Urban Migration, Urban Unemployment and Underemployment, and Job Search Activity in LDCs

This chapter analyzes unemployment and underemployment in LDCs within a quantity adjustment framework. Four extensions of the Harris-Todaro model are made, including allowances for more generalized job-search behavior, an urban traditional sector, preferential hiring by educational level, and labor turnover considerations. The result of these modifications is a much lower predicted unemployment rate, which accords more closely with actual observations. Some additional policy implications deriving from the analysis are noted.

Entitlement and Perceived Racial Discrimination: The Missing Links to White Opinions Toward Affirmative Action and Preferential Hiring and Promotion

This article seeks to explain why some White Americans support affirmative action while others do not. Much of what has been written on White opinions on affirmative action is from an oppositional lens. This analysis seeks to add balance to the ways political science understands White opinions toward affirmative action. In so doing, this study identifies correlates of support for affirmative action not just rationales for opposition. Unlike most studies that examine White opinions by testing one or two theories, we examine the determinants of White opinions by testing several theories and hypotheses simultaneously (stereotypes, racial discrimination, racial resentment, and realistic group conflict theory). Using data taken from the 2004-2005 National Politics Study, we find that many Whites support affirmative action to combat racial discrimination experienced by racial minorities. However, we also find that many of them oppose affirmative action due to a sense of entitlement.