Another Dimension Kirby
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The Marvel Legacy of Jack Kirby
Author: John Rhett Thomas
language: en
Publisher: Marvel Entertainment
Release Date: 2015-10-07
Jack Kirby earned the nickname "King" over 50 plus years in comics, from co-creating Captain America to the Fantastic Four to Devil Dinosaur. In addition, Jack's explosive layouts, high drama and fantastic imagination helped evolve the art form in ways few others can claim. Now, the House of Ideas explores that work in The Marvel Legacy of Jack Kirby. In essays and commentary, this deluxe, oversized volume reviews the comics, the influence and the times of Kirby, and puts a special focus on the month that changed everything, November 1961. Don't ask- just buy!
Comics and Pop Culture
Author: Barry Keith Grant
language: en
Publisher: University of Texas Press
Release Date: 2019-12-13
It is hard to discuss the current film industry without acknowledging the impact of comic book adaptations, especially considering the blockbuster success of recent superhero movies. Yet transmedial adaptations are part of an evolution that can be traced to the turn of the last century, when comic strips such as “Little Nemo in Slumberland” and “Felix the Cat” were animated for the silver screen. Representing diverse academic fields, including technoculture, film studies, theater, feminist studies, popular culture, and queer studies, Comics and Pop Culture presents more than a dozen perspectives on this rich history and the effects of such adaptations. Examining current debates and the questions raised by comics adaptations, including those around authorship, style, and textual fidelity, the contributors consider the topic from an array of approaches that take into account representations of sexuality, gender, and race as well as concepts of world-building and cultural appropriation in comics from Modesty Blaise to Black Panther. The result is a fascinating re-imagination of the texts that continue to push the boundaries of panel, frame, and popular culture.
On being different: Exploring the relationship between dissimilarity and social inclusion in the workplace
In this dissertation, I investigate how being different from the majority of one’s colleagues shapes social inclusion perceptions at work. In Chapter 1, I introduce the relational demography approach and ingroup projection model as the frameworks of my dissertation and summarize the methods, findings, and broader implications of the empirical chapters that follow. In these chapters, I utilize a multi-method approach consisting of desk research, experimental studies, and large-scale correlational studies to offer six significant contributions to the literature. First, in Chapter 2, an analysis of diversity statements of 84 Dutch private and public organizations showed that most statements include both surface-level (readily visible, such as gender and ethnicity) and deep-level dimensions (more underlying, such as personality and sexual orientation). However, surface-level dimensions were more often included, without clear differences between statements of private and public organizations. Second, in Chapter 3, experimental studies (N = 128 in Study 1; N = 196 in Study 2, recruited via Prolific) established the causal relationship between dissimilarity and social inclusion. Third, in Chapter 4, a survey study with 887 employees of a public organization in the Netherlands revealed that deep-level dissimilarity, rather than surface-level dissimilarity, related to social inclusion and that inclusion explained the relationships between dissimilarity and work-related outcomes. Fourth, in Chapter 5, a survey study with 6,312 employees of another Dutch public organization accounted for multidimensionality and revealed that as employees perceived dissimilarity on more dimensions, they perceived less inclusion. Furthermore, the results showed that dissimilarity in personality, ethnicity/cultural background, age, level of education, work experience, and disability negatively related to perceptions of inclusion, offering a more nuanced understanding of the dissimilarity-inclusion relationship. Fifth, a review of the relational demography literature in Chapter 6 identified four general mechanisms theorized to explain why dissimilarity relates to outcomes: 1) uncertainty, 2) trust, 3) disapproval, and 4) initiated interaction between colleagues. A survey study with 2,409 UK residents (recruited via Prolific) confirmed that all four mechanisms uniquely explained the dissimilarity-inclusion relationship. Sixth, and finally, I found support for the indispensable role of the organizational climate for inclusion across Chapters 4, 5 and 6. In these chapters, a positive climate for inclusion buffered the negative relationships between dissimilarity and outcomes. My research argues for a broader consideration of dissimilarity dimensions beyond the dimensions diversity policies typically focus on, emphasizing the importance of recognizing multidimensionality and the crucial contextual role of climate for inclusion. This dissertation not only enriches our understanding of workplace diversity, but also offers actionable opportunities to mitigate social inclusion disparities.