Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers' characteristics and insecurity shape their employees' job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, whereas managers' own insecurity positively predicts employees' insecurity. Also contingent on the organizational climate, managers' own tenure buffers, and managers' perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context.     

Weber Was Right: Death,Taxes, Working Capital,and the Excessive Propensity for Accumulation

It turns out that Max Weber was on to something when he suggested that it was not natural or automatic that wealthy individuals invest their capital rather than keep it or spend it on themselves. Patterns of economic growth and capital investment in the United States over the last century indicate that in general some inducement or pressure is necessary to convince those who control money to risk it rather than hoard it.     

A Land of Milk and Honey? Breastfeeding and Identity in Lesbian Families

ABSTRACT

This article explores the relationship between breastfeeding and identity in lesbian-identified families based on a pilot study of qualitative interviews and a short survey of six lesbian families in Canada and the United States. Although breastfeeding is assumed to be “natural” and a biological function, we problematize the practice as both gendered and heteronormative. In our research we found that breastfeeding has a complex role to play within the construction of one's identity as a mother, of one's gender, and of one's sexual orientation. These women's experiences offer interesting insights into the nebulous boundaries of biology and the ways in which assumptions about what is “natural” are actually social and cultural constructions.     

Imputation procedures for categorical data: their effects on the goodness-of-fit chi-square statistic

An imputation procedure is a procedure by which each missing value in a data set is replaced (imputed) by an observed value using a predetermined resampling procedure. The distribution of a statistic computed from a data set consisting of observed and imputed values, called a completed data set, is affecwd by the imputation procedure used. In a Monte Carlo experiment, three imputation procedures are compared with respect to the empirical behavior of the goodness-of- fit chi-square statistic computed from a completed data set. The results show that each imputation procedure affects the distribution of the goodness-of-fit chi-square statistic in 3. different manner. However, when the empirical behavior of the goodness-of-fit chi-square statistic is compared u, its appropriate asymptotic distribution, there are no substantial differences between these imputation procedures.     

Changing Workplaces to Reduce Work-Family Conflict: Schedule Control in a White-Collar Organization

Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.     

Gender differences in advancing to the top

Recently, there has been much empirical interest in why women are so poorly represented in executive ranks in organizations. This review summarizes the findings from recent empirical studies into the causes of gender differences in advancement to executive levels. The results are categorized to answer three questions based on the major arguments for, and assumptions made about, gender differences in advancement to the top of organizations. Are there gender differences in advancing to the top of organizations because (1) women lack the relevant knowledge, skills and expertise, that is, human capital, (2) women lack the relevant networks, are stereotyped as unsuitable, and are in male organizational cultures, that is, social capital, and/or (3) different factors are needed to advance to higher than to lower levels; women incrementally develop fewer of these factors and resources than men, and thus advance less to the top? The review most supports the second proposition. Surprisingly, even though there are many studies, several critical questions have not been addressed with strong research designs. Research using rigorous designs is especially needed to test the major theoretical frameworks.     

Ensuring the best interest of the child in intercountry adoption practice: case studies from the United Kingdom and the United States.

Each year, thousands of children who cross international borders are destined for homes with adoptive families. For most, this journey from their homeland brings them to loving new homes where they will thrive and prosper. For others, the journey is hazardous and the destination uncertain.