Reputation effects are crucial for social life. There has been important work done in the social sciences on this topic and Raub's contribution has been widely recognized. It builds on Granovetter's seminal work on embeddedness. However, Raub's contribution is unnecessarily limited by the fact that he copied Granovetter's error by assuming that all we need for dealing with reputation effects is attention to social structure (in the sense of networks) and to rational choice as a theory about actors. In our contribution, we argue that if reputation effects in the moral domain (compared to reputation effects in the domain of competence) work properly they inform people about the salience of overarching goals, including the very goal to follow normative obligations. To understand the conditions under which this happens necessitates attention to normative embeddedness, to norma-tive heterogeneity, to structural features beyond networks (ingroup/outgroup dynamics and power differences), and to the mechanisms that govern the dynamics of overarching goals. This requires a serious correction of Granovetter's error, by approaching reputation effects in the moral domain on the basis of microfoundations that can deal with the interdependence between psychological processes and social structure.

This study examines the effects of different types of private Islamic schools on student achievement and achievement gaps. We formulate hypotheses, drawing on an education production function approach that outlines differences in investment and resource allocation decisions across these tracks and streams. We tested our hypotheses using Indonesian data collected in 2013 on 156,952 students nested in 3,150 schools in 366 municipalities. Using multilevel regression analyses, we found that student achievement and achievement gaps vary over private Islamic school tracks and streams. Even though student achievement and achievement gaps are strongly determined by student and family characteristics, our findings suggest that differences between school tracks and streams also play an important role. Moreover, our study revealed a large variability in student achievement and achievement gaps between municipalities.

In this exploratory study, we present findings from semi-structured interviews with 11 self-identified lesbian and gay (LG) humanitarian aid workers of Doctors without Borders (MSF). We investigate their perceptions of workplace inclusion in terms of perceived satisfaction of their needs for authenticity and belonging within two organizational settings, namely office and field. Through our combined deductive and inductive approach, based on grounded theory, we find that perceptions of their colleagues’ and supervisors’ attitudes and behaviors, as well as organizational inclusiveness practices play a role in LGs’ perceived authenticity, but not belonging, in the workplace. However, these organization-level characteristics do not account for between-participant differences in perceived authenticity. Therefore, we inductively construct a typology of three groups, which we coined conscious first-missioners, authentic realists, and idealistic activists, based on how LG humanitarian aid workers assess and deal with not being able to be their authentic selves when they are in the field, because homosexuality is illegal in many project countries. Conscious first-missioners are separated from the other two groups based on having gone to the field once, whereby they felt in control over the decision on how to manage their sexuality. Alternatively, authentic realists and idealistic activists alike felt they did not really have a choice in how to manage their sexuality, but handled that differently. We find the importance of one’s sexuality as well as adherence to the overarching organizational mission relevant individual-level factors herein. Furthermore, we find disclosure of sexual identity to be strongly context-dependent, as participants are ‘out of the closet’ in the office, but go back into the closet when they enter the field, with different country contexts even leading to different decisions concerning self-disclosure, thus demonstrating the importance of careful sexual identity management. This so-called disclosure dilemma, we find, may not be merely an individual choice, but rather a shared dilemma involving multiple stakeholders, such as the organization and fellow team members. We discuss the findings’ contributions to existing literature on LGs’ workplace experiences and implications for future research on inclusion of sexual and other invisible minorities in the workplace.