‘There are Alternatives,but Your Social Life is Curtailed’: Poverty and Sports Participation from an Insider Perspective

Sports is generally believed to improve well-being and to bring benefits ranging from health promotion to the enhancement of social capital. At the same time, research has indicated that living in poverty negatively affects the likelihood of practicing sports. Yet, from the literature, it is not clear how the lower participation rates of people in poverty should be understood. Based on 33 semi-structured interviews and four focus groups, we (1) explore the meaning of sports participation for people in poverty and (2) evaluate the opportunities for practicing sports. As their voices often remain unheard, we take the perspective of people in poverty as a starting point. The results indicate, amongst other things, that sports practice remains possible when living with few resources, but potential social benefits of sports often stay out of reach. The link between scarcity of resources and social exclusion, as documented in the literature on poverty, is strongly present in the field of sports as well. In order to enhance the actual opportunities for doing sports, activities need to be organised in a financially, socially and physically safe way.     

Integrating Household Risk Mitigation Behavior in Flood Risk Analysis: An Agent‐Based Model Approach

Recent studies showed that climate change and socioeconomic trends are expected to increase flood risks in many regions. However, in these studies, human behavior is commonly assumed to be constant, which neglects interaction and feedback loops between human and environmental systems. This neglect of human adaptation leads to a misrepresentation of flood risk. This article presents an agent‐based model that incorporates human decision making in flood risk analysis. In particular, household investments in loss‐reducing measures are examined under three economic decision models: (1) expected utility theory, which is the traditional economic model of rational agents; (2) prospect theory, which takes account of bounded rationality; and (3) a prospect theory model, which accounts for changing risk perceptions and social interactions through a process of Bayesian updating. We show that neglecting human behavior in flood risk assessment studies can result in a considerable misestimation of future flood risk, which is in our case study an overestimation of a factor two. Furthermore, we show how behavior models can support flood risk analysis under different behavioral assumptions, illustrating the need to include the dynamic adaptive human behavior of, for instance, households, insurers, and governments. The method presented here provides a solid basis for exploring human behavior and the resulting flood risk with respect to low‐probability/high‐impact risks.     

Why are Depressive Symptoms More Prevalent Among The Less Educated? The Relevance of Low Cultural Capital and Cultural Entitlement

Analyzing nationally representative survey data collected in the United States in 2014 (n?=?1,932), we formulate and test a novel explanation for the educational gradient in depressive symptoms. We theorize that status as cultural capital drives this gradient in addition to well-established economic and social factors, via the feelings of cultural entitlement it inspires. Therefore, we use structural equation modeling to decompose the education effect. We demonstrate that in addition to economic (job security and income) and social factors (embeddedness in the neighborhood), cultural capital indeed accounts for the educational gradient in depressive symptoms via cultural entitlement. We conclude that for understanding social gradients in mental health it is vital to be sensitive for the cultural mechanisms that status as cultural capital can inspire. Based on our findings we propose suggestions for further research.     

Measuring Health: A Multivariate Approach

We examined the health status of 171 countries by employing factor analysis on various national health indicators for the period 2000–2005 to construct two new measures on health. The first measure is based on the health of individuals and the second on (the quality of) the health services. Our measures differ substantially from indicators used in previous studies on health and also lead to different rankings of countries. As rankings are not that informative without further information, we analyzed the distance between each country and the sample mean. Differences between countries are much more pronounced for our measure on health services than for our measure on the health of individuals. Using cluster analysis, we classified the countries in six homogenous groups.     

Inequality in Human Development across the Globe

The Human Development Index is the world's most famous indicator of the level of development of societies. A disadvantage of this index is however that only national values are available, whereas within many countries huge subnational variation in development exists. We therefore have developed the Subnational Human Development Index (SHDI), which shows within-country variation in human development across the globe. Covering more than 1,600 regions within 161 countries, the SHDI and its underlying dimension indices provide a 10 times higher resolution picture of human development than previously available. The newly observed within-country variation is particularly strong in low- and middle-developed countries. Education disparities explain most SHDI inequality within low-developed countries, and standard of living differences are most important within the more highly developed ones. Strong convergence forces operating both across and within countries have compensated the inequality enhancing force of population growth. These changes will shape the twenty-first century agenda of scientists and policy-makers concerned with global distributive justice.     

On the Compatibility of Islam and Gender Equality

Although the Muslim world is sometimes depicted as a homogeneous civilization lacking democracy and gender equality, Muslim countries show tremendous economic, political and cultural variation. In this paper, this variation is used to gain insight into the determinants of women’s labor market participation (LMP) in the Muslim world. We use data on 45 Muslim countries and apply SEM models to determine effects of modernization, democracy, cultural background, and state Islamization on women’s participation in the formal economy (absolute LMP) and on the share of women in the labor force (relative LMP). Women’s absolute LMP is higher in Muslim countries with higher levels of economic development and in the oil-exporting countries. For women’s relative LMP, practical democracy (the degree to which people actively participate in the system) takes in a key position. It has a strong positive effect on women’s relative LMP and mediates the effects of economic development (positive), formal democratic structures (positive) and state Islamization (negative) on women’s relative LMP. Results indicate that in these countries modernization may lead to empowerment of women by increasing their absolute LMP, but that for attaining gender equality the political opportunity structures is most important.     

Personnel turnover in health care organizations: Test of a predictive model based on work assessments by employees

Abstract

It is predicted that institutions in Dutch intramural health care will be increasingly confronted with problems in personnel supply. Instead of making great efforts to keep the inflow of new personnel on the desired level, control of turnover is an alternative solution. In this paper, an explanatory model is constructed, based on previous theories and research findings. It is hypothesized that the more employees have positive attitudes concerning their work and work situation, the greater their satisfaction and commitment and hence the less their intention to leave and the lower actual turnover. This model was tested using a large scale employee questionnaire. The instrument turned out to be reliable (internal consistencies above .70). The questionnaire was administered in eight institutions in four health care sectors (n = 1456). Results indicate that attitudes about work content and personnel management are relevant in predicting intention to leave. All in all, 8 work-related aspects predicted 21% of intention to leave. Aspects with the most predictive value were career guidance, work safety, responsibilities and job discretion. Furthermore, general satisfaction was shown to play an intermediary role in predicting intention to leave. It is concluded that improvements in work content and personnel management can reduce intention to leave and hence the demand for new personnel.     

Personnel turnover in health care organizations: Test of a predictive model based on work assessments by employees

It is predicted that institutions in Dutch intramural health care will be increasingly confronted with problems in personnel supply. Instead of making great efforts to keep the inflow of new personnel on the desired level, control of turnover is an alternative solution. In this paper, an explanatory model is constructed, based on previous theories and research findings. It is hypothesized that the more employees have positive attitudes concerning their work and work situation, the greater their satisfaction and commitment and hence the less their intention to leave and the lower actual turnover. This model was tested using a large scale employee questionnaire. The instrument turned out to be reliable (internal consistencies above .70). The questionnaire was administered in eight institutions in four health care sectors (n = 1456). Results indicate that attitudes about work content and personnel management are relevant in predicting intention to leave. All in all, 8 work-related aspects predicted 21% of intention to leave. Aspects with the most predictive value were career guidance, work safety, responsibilities and job discretion. Furthermore, general satisfaction was shown to play an intermediary role in predicting intention to leave. It is concluded that improvements in work content and personnel management can reduce intention to leave and hence the demand for new personnel.