Not All Gestures are Created Equal: The Effects of Typical and Atypical Iconic Gestures on Narrative Comprehension

Observing hand gestures during learning consistently benefits learners across a variety of tasks. How observation of gestures benefits learning, however, is yet unanswered, and cannot be answered without further understanding which types of gestures aid learning. Specifically, the effects of observing varying types of iconic gestures are yet to be established. Across two studies we examined the role that observing different types of iconic hand gestures has in assisting adult narrative comprehension. Some iconic hand gestures (typical gestures) were produced more frequently than others (atypical gestures). Crucially, observing these different types of gestures during a narrative comprehension task did not provide equal benefit for comprehension. Rather, observing typical gestures significantly enhanced narrative comprehension beyond observing atypical gestures or no gestures. We argue that iconic gestures may be split into separate categories of typical and atypical gestures, which in turn have differential effects on narrative comprehension.     

Called to Medicine: Physicians’ Experiences of Career Calling

Using consensual qualitative research methodology, the authors explored physicians’ (N = 17) career calling experiences through semistructured interviews. Eight domains emerged: definition of calling, development of calling, calling's fit with career, maintenance of calling, emotional well‐being, relationships, recreation, and future. Within these domains, 17 general and 40 typical categories emerged. Results suggest physicians’ callings were influenced by others, met with both support and barriers, and chosen because of fit with interests, prosocial motivation, or religious/spiritual influences. Calling positively and negatively influenced emotional well‐being, relationships, and recreation and was expected to continue after retirement. Counselors are encouraged to use a narrative lens to conceptualize clients’ calling development, use job crafting techniques to support calling maintenance, and prepare clients for postretirement career calling development. Future research might examine when and why a medical calling's strength may change over time.     

Make your future job matter: A career calling intervention for college students

In recent years, career development scholars and practitioners are increasingly interested in the concept of career calling. However, the psychological mechanisms underlying the process of its discernment remain obscure, and intervention research is scarce. In this study, we implemented a quasi-experimental pretest–posttest design with intervention (n = 42) and control group (n = 66) to test a 9-week elective course designed to help college students find their callings. The course included an investigation of strengths, values, and interests, followed by their integration into personal mission and finding occupations that allowed to implement that mission in real life (potential callings). The study was conducted in a major Russian university located in Moscow. Be the end of the course, the participants had a stronger sense of calling, perceived more meaning, and felt more authentic. The results of this study can be used by university career services, as well as private counselors.     

ON THE FAULT LINE: RACE,CLASS AND THE US PATRIOT MOVEMENT

This paper analyses the identity politics of the US Patriot Movement and how it addresses the anxieties its primary constituency–working-class whites–have with globalization. White workers find themselves straddling an identity fault under globalization. By virtue of their class, they suffer exploitation within a capitalist system. By virtue of their race, they find themselves the beneficiaries of racial privileges. To analyse how a patriot politic addresses this dual positionality, a poststructuralist identity theory is employed, focusing on a subset of this literature known as whiteness studies. It is argued that discourses of patriotism keep patriots from addressing the economic basis of many of their grievances while buttressing notions of cultural/racial superiority through ‘safe’ nationalistic coding. The Patriot Movement in Central Kentucky is examined as a case study–in particular, its deployment of a patriot politic around two issues: calls to legalize industrial hemp and efforts to stop the designation of a biosphere reserve in the state. This paper's conclusions are situated within a current debate in whiteness studies between those calling for the abolition of whiteness and those calling for its reconstruction. The paper contends that disidentification is not a viable option without alternative categories to replace it. The willingness of Kentucky patriots to galvanize around a patriot politics despite realizing goals through it indicates that working-class whites are anxious for political categories of action in the new global era. Given that working-class whites are mobilizing around categories that code their race-based anxieties, however, reconstruction paradigms must also consider the reconstruction of categories–such as ‘patriot’–that currently work to divide workers along racial lines.     

Predicting Work Outcomes From Religiosity and Perceived Calling

Research suggests that individuals who perceive their work as a calling experience a variety of positive outcomes, such as occupational identification, career decidedness, and job satisfaction. The present study examined how calling and religiosity interact to influence workplace cognition and behavior. Using a self‐regulatory, multiple‐goals perspective, the author proposed that individuals with greater religiosity would report lower job involvement and work fewer hours. However, this relationship would attenuate or reverse if individuals perceived a transcendent summons calling them to their jobs. In the present study, 233 employed adults reported perceptions of calling, religiosity, job involvement, and hours worked. Calling and religiosity interacted in the hypothesized manner when predicting both job involvement, ΔR² = .02, and hours worked, ΔR² = .02, although job involvement did not mediate the relationship between calling, religiosity, and hours worked. The results suggest that career counselors and researchers pay particular attention to the role of calling among religious individuals.     

Effects of Sexually Transmitted Infection Status,Relationship Status,and Disclosure Status on Sexual Self-Concept

Research has indicated that having a sexually transmitted infection (STI) such as genital herpes and genital human papilloma virus (HPV) can have a negative impact on an individual's sexuality. The current study was designed to evaluate the effect of STI status, relationship status, and disclosure status on various dimensions of sexual self-concept. A questionnaire that evaluated the above variables was completed by 117 individuals with genital herpes, 82 individuals with HPV, and 75 individuals with no STI. The results demonstrated that having herpes or HPV had a significant negative impact on aspects of sexual self-concept. It does not appear that an individual's relationship status is a factor associated with the impact of having an STI on the sexual self-concept. Respondents who had disclosed their STI to their partners, however, had significantly more positive feelings about aspects of their sexual self-concept than those who had not disclosed their STI to their partners. The implications of these research findings for health practitioners are discussed.     

Effects of sexually transmitted infection status, relationship status, and disclosure status on sexual self-concept

Research has indicated that having a sexually transmitted infection (STI) such as genital herpes and genital human papilloma virus (HPV) can have a negative impact on an individual's sexuality. The current study was designed to evaluate the effect of STI status, relationship status, and disclosure status on various dimensions of sexual self-concept. A questionnaire that evaluated the above variables was completed by 117 individuals with genital herpes, 82 individuals with HPV, and 75 individuals with no STI. The results demonstrated that having herpes or HPV had a significant negative impact on aspects of sexual self-concept. It does not appear that an individual's relationship status is a factor associated with the impact of having an STI on the sexual self-concept. Respondents who had disclosed their STI to their partners, however, had significantly more positive feelings about aspects of their sexual self-concept than those who had not disclosed their STI to their partners. The implications of these research findings for health practitioners are discussed.     

Troubling the Fields: Choice,Consent, and Coercion of Canada's Seasonal Agricultural Workers

This article brings a new, theoretically minded approach to weighing the relative utilities and harms of Canada's Seasonal Agricultural Worker Program (SAWP) without dismissing the agency of SAWP enrollees or arriving at an abolitionist argument to end Temporary Migrant Worker (TMW) programmes in Canada. Building on the anti‐trafficking debate within feminist migration studies, we evaluate the availability and exercise of consent, choice, and coercion among SAWP workers. We draw on extensive documentation by scholars across disciplines to contextualize the SAWP within a socio‐economic history that engendered and continues to legitimize the “success” of the programme in both Mexico (the largest sending state) and Ontario (the largest provincial recipient of workers). Our analysis suggests that, while grievous, the SAWP's structural injustice ought not to preclude individuals from migrating and earning wages. The article concludes with recommendations to create a fairer avenue for Mexican workers into, through, and out of the SAWP.     

On-the-Job Search,Mismatch and Worker Heterogeneity

This paper empirically examines the search behavior of currently employed workers to understand changes in on-the-job search across different types of employed individuals and varying labor market conditions. Using data from the American Time Use Survey, we estimate the responsiveness of workers with varying levels of productivity and job-match quality to regional labor market conditions. We find that those workers who are less-productive, mismatched in their current position, and high-productivity, mismatched workers are more likely to engage in search than other workers. These results have implications for models built on job mismatch, as well as for models seeking to explain increasing inequality and wage dispersion.     

Self-employment,earnings, and sexual orientation

Although many studies document differences by sexual orientation in earnings and other labor-market outcomes, little is known about differences in self-employment. Our study contributes to both the self-employment literature and sexual-orientation literature by analyzing differences in self-employment rates and earnings by sexual orientation. Gay men are less likely to be self-employed than married men, whereas lesbians are equally likely to be self-employed as married women. We find that gay men earn less than married men. We do find, however, that for those gay men who are self-employed, there is little evidence of a further earnings penalty, at least among full-time workers. Lesbians earn at least as much as married women, but receive no further earnings premium—or penalty—by being self-employed, again among full-time workers.     

Retirement plan participation and features and standard of living of Americans 55 or older

This Issue Brief is the third in a series of Employee Benefit Research Institute (EBRI) publications based on data collected in 1998 and released in 2002 as the Retirement and Pension Plan Coverage Topical Module of the 1996 Survey of Income and Program Participation (SIPP). This report completes the series by examining the survey's more detailed questions concerning workers' employment-based retirement plans. Specifically, it examines the percentage of workers who are participating in a plan, and also workers' reasons for not participating in a plan when working in a job where a plan is sponsored; the features of, or decisions made concerning salary reduction plans; historical participation in employment-based retirement plans; and a comparison of the standard of living of individuals age 55 or older with their living standard in their early 50s. As of June 1998, 64.3 percent of wage and salary workers age 16 or older worked for an employer or union that sponsored any type of retirement plan (defined contribution or defined benefit) for any of its employees or members (the "sponsorship rate"). Almost 47 percent of these wage and salary workers participated in a plan (the "participation rate"), with 43.2 percent being entitled to a benefit or eligible to receive a lump-sum distribution from a plan if their job terminated at the time of survey (the "vested rate"). The predominant reason for choosing not to participate in a retirement plan was that doing so was unaffordable. The eligible participation rate for salary reduction plans was 81.4 percent. Fifty-six percent of all workers have participated in some type of retirement plan sometime during their work life through 1998. For those ages 51-60, almost 72 percent have ever participated in a plan. The median account balance in salary reduction plans in 1998 was $14,000. In 1998, 12.9 percent of salary reduction plan participants eligible to take a loan had done so, and the average outstanding loan balance was $5,196. Nearly 80 percent of those age 55 or older reported that their standard of living is about the same or better now than it was when they were in their early 50s. The incidence of both pension income and health insurance from a former employer had a significant impact on retirees' ability to maintain their standard of living. In addition, those who spent their entire most recent lump-sum distribution were more likely to have a much worse standard of living in retirement than those who rolled over their entire most recent distribution.     

Hadedas in the hood: Hadeda Ibis activity in suburban neighbourhoods of Pietermaritzburg,KwaZulu-Natal,South Africa

Urban environments are a combination of green and grey spaces and although many species are unable to live in these transformed areas there are some that can use urban features to benefit their persistence here. The Hadeda Ibis (Bostrychia hagedash) is one such species and this study investigated the urban activities of these birds. Five suburbs of Pietermaritzburg in KwaZulu-Natal, South Africa were surveyed for Hadeda Ibis engaged in flying, foraging, perching and calling behaviours. Each suburb differed in the degree of urbanisation and we expected that their morning activity would differ accordingly. A difference in Hadeda Ibis calling, foraging and flying activity between summer and winter was also expected because of seasonal rainfall patterns. Although Hadeda Ibis were more common in suburbia than the city centre in Pietermaritzburg, they occurred throughout. More were observed calling in summer than in winter probably because of changes in distribution during the breeding season with more family groups of two or three individuals. There was no significant difference in Hadeda Ibis flock size when comparing foraging during summer with winter despite greater summer rainfall. Also there was no significant difference in flock size with flying activity for both seasons nor suburb although it was expected that Hadeda Ibis would need to travel further during winter and from suburbs with more grey space to access ideal foraging areas. Hadeda Ibis need moist soil to forage effectively and in an urban environment short grassed, well watered lawns provided an ideal foraging habitat regardless of season. Hadeda Ibis used urban structures like house roofs, poles, pylons, and fences for perching but continued to roost in trees so while they are able to use urban features, they still rely on a certain degree of green space for urban persistence.     

Employment-based health benefits: analysis of the April 1993 Current Population Survey

The April 1993 CPS differs from the March 1993 CPS in a number of respects. The April 1993 CPS supplement surveys only workers, whereas the March CPS examines the noncash benefits received by all Americans. The April CPS asks workers about health coverage in the week in which the questions were fielded, whereas the March CPS asks about coverage in the preceding year. In April 1993, there were 112.5 million civilian American workers between the ages of 18 and 64 with jobs. Eighty-two million (73 percent) of them worked for an employer that sponsored a health insurance plan, and 65 million (58 percent of all workers) participated in their employer's health plan. About one-third of workers at firms with fewer than 10 employees had employers who offer health benefits; about one-quarter of all of the workers in these firms participated in their employer's plan. Conversely, 94 percent of workers at firms with more than 1,000 employees had an employer who sponsored health benefits, and over 77 percent of these workers participated in their employer's plan. There are 16.5 million American workers whose employers sponsored health benefits but who did not participate in these benefits. Over one-half of these workers (8.5 million) chose not to be covered. Another 36 percent of these workers (5.9 million) did not participate because they were ineligible or denied coverage. Over 66 percent of the ineligible workers did not participate because they were part-time, contract, or temporary workers. Another 26 percent had not yet completed a probationary period. Among the reasons that those who chose not to participate in their employer's coverage, the vast majority (75 percent) stated they were covered by another health care plan. Twenty-nine percent stated that they chose not to purchase coverage because it was too costly or that they did not need or want the coverage. In 1993, there were 16.7 million workers with no health insurance coverage. The vast majority of these workers (95 percent) were employed by private employers. Sixty-six percent of the workers with no health insurance coverage were self-employed or worked for firms with fewer than 100 employees.     

LABOR MARKET EFFECTS OF EMPLOYER-PROVIDED HEALTH INSURANCE

This is an experimental study in economics of mandated benefits. Most individuals who have health insurance in the United States obtain it through their employer. Some states require employers to provide insurance to certain types of workers. We used an experimental laboratory to investigate possible effects of alternative health insurance regulations on the competitive labor market performance. We found that mandating the insurance for all workers creates labor market distortions, whereas mandating the insurance only for full-time workers leads to a higher coverage than under no mandate, an increased number of part-time workers, but does not necessarily lower market efficiency. ( JEL C92, I18, J2)     

When Social Workers Are Stalked: Risks,Strategies, and Legal Protections

By virtue of their work, social workers are at risk of becoming victims of stalking. This is because social workers assist individuals who suffer from major mental health problems that may cause them to develop delusional beliefs about their therapists, and because social workers may need to exercise authority against individuals with personality disturbances that present a risk to others. Surveys suggest that 16% of social workers have been stalked at one point in their career by a client. Stalking of social workers by clients has far-reaching personal and professional implications, potentially affecting all aspects of an individual’s life. This paper reviews the nature and incidence of stalking of social workers, the legal remedies available to social workers who are victims of stalking, and strategies for protection.     

Beyond the Bedroom: Cognitive,Affective, and Behavioral Responses to Partner Touch in Women With and Without Sexual Problems

Women with female sexual problems (FSP) are more likely than unaffected women to demonstrate negative appraisals, negative affect, and avoidance of sexual activity. Research suggests affected women also experience negative affect and avoidance in response to intimate partner contact for fear it will lead to sex. This online study examined whether women with FSP (N = 157) and without FSP (N = 129) exhibited different perceptions, affective reactions, and behavioral responses to hypothetical touch occurring outside sexual activity. Women (M_age = 30.70; SD = 6.66) were randomly assigned to one of three conditions representing hypothetical interactions with their partner (affectionate, sexual, or no touch), and answered questions about their perceptions of their partner’s sexual intentions and their own anticipated negative affect and behavioral avoidance. Women with FSP reported higher perceptions of sexual intent, negative affect, and avoidance in the sexual touch condition, and higher negative affect in the affectionate touch condition, than women without FSP. Results highlight that women with FSP have more negative reactions to partners’ hypothetical affectionate and sexual touch than women without FSP. Interventions for FSP may benefit from targeting women’s perceptions, affective reactions, and behavioral reactions to partner touch when it occurs outside of explicitly sexual contexts.     

Exploring the relationship between employment-based social capital, job stress, burnout, and intent to leave among child protection workers: An age-based path analysis model

Research suggests that age and organizational factors are consistently linked with job stress, burnout, and intent to leave among child protection workers. However, no study has contextualized how age matters with regards to these adverse employee outcomes. We conducted a theory driven path analysis that identifies sources of employment-based social capital, job stress, burnout, and intent to leave among two age groups. We used a statewide purposive sample of 209 respondents from a public child welfare organization in a New England state in the United States. Results suggest that the paths to job stress, burnout and intent to leave differed by age group. Social capital dimensions were more influential in safeguarding against job stress for older workers compared to younger workers. Our results justify creating workplace interventions for younger workers that target areas of the organization where relational support could enhance the quality of social interactions within the organization. Organizations may need to establish intervention efforts aimed at younger workers by creating different structures of support that can assist them to better deal with the pressures and demands of child protection work.