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With the growth of international trade and travel, consumers are increasingly confronted with foreign products and services.But some negative attitudes towards foreign products can arise from several factors such as previous or ongoing political, military, economic, or diplomatic events. Thus, both consumer ethnocentrism and consumer animosity have become important constructs in marketing. The purpose of this study is to investigate whether consumer ethnocentrism and consumer animosity affect repurchase intent towards U.S. products and whether this impact is moderated by customer loyalty. The findings of the research indicate that consumer ethnocentrism increases consumer animosity for the sampling. The present study also denotes that both consumer ethnocentrism and animosity have a negative impact on repurchase intent toward U.S. products in Turkey. According to the results of regression analyses, customer loyalty may not be an important moderating factor between consumers' animosity and repurchase intent toward U.S. products. However, customer loyalty moderated the relationship between consumer ethnocentrism and repurchase intent toward U.S. products. Further implications for Turkish consumers in supermarkets in the province of Nevşehir are discussed. The value of future research is also acknowledged.

In the late 1980s workforce became more diverse in terms of demographic changes, cultural differences and other characteristics of organizational members. This diversity was a reflection of changing global markets. Workforce diversity has both positive and negative effects on organizational performance. Therefore, it is becoming important especially for medium-and large-scale businesses. In order to manage increasingly workforce diversity and to prevent discrimination, diversity management is now considered as a major part of strategic human resource management. The purpose of this study is to establish the dimensions of discrimination that occur due to demographic differences in Turkish manufacturing industry. The findings of the research indicate that demographic characteristics, socio-cultural structure, managerial policy and behaviors, union tendency and regional differences, laws and local community, gender, educational and age differences, and political opinions have influence on discrimination. According to the results, discrimination has been observed mostly in job processes such as promotions and appointments, human resource selection, job/employment examination and interviews, and performance appraisal.

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