Negotiating the boundaries of intimacy: the personal lives of asexual people

This paper uses findings from research diaries to explore the use of practices of intimacy among asexual people. While much of the literature to date has focused on the supposedly transformative and political nature of uniquely asexual practices of intimacy, our findings suggest something different. Rather than seeking to transform the nature of intimate relationships, asexual people make pragmatic adjustments and engage in negotiations to achieve the forms of physical and emotional intimacy they seek. We discuss this in relation to three areas: friendships, sex as a practice of intimacy, and exclusion from intimacy. Our findings suggest the importance of not only considering the social context in which asexual people practise intimacy, but also how the practices in which they engage may be shared with non‐asexual people.     

Social Control of Healthy Behavior Between Intimate College Students

Abstract

Objective: The author examined whether the type of intimacy (ie, emotional, intellectual, sexual, social, recreational) featured in college students’ romantic relationships affects the extent to which a partner's health-related behavior may be influenced by a variety of behavior change appeals. Participants: One hundred and thirteen female and 94 male college students were surveyed. Methods: A questionnaire sought demographic information and included 2 scales to determine intimacy type levels and estimated responses to behavior change appeals. Results: It was determined that emotional and intellectual intimacy had the greatest effects on compliance estimates. The liking strategy was rated as generally most effective, whereas caring fared better in highly intimate relationships, and both threat and responsibility appeals functioned better in relationships featuring lower levels of intimacy. Conclusions: When appropriately qualified as initial findings, the outcomes may suggest routes to successfully inspiring particular health behavior changes, especially among partners in emotionally and intellectually intimate relationships.     

The Impact of Occupational Sex Segregation on Family Businesses: The Case of American Harness Racing

Previous research on occupational sex segregation agrees that the workplace is not an isolated world but instead influences, and is influenced by, other spheres of social life. Identifying specific social factors both internal and external to the workplace, and how these may interact, can provide deeper insights into how occupational sex segregation is created and maintained. This study focuses on individual family businesses in American harness horse racing, a previously unexamined and highly sex‐segregated industry, and provides insights in how vertical and horizontal sex segregation may develop in family businesses. The findings show how the belief that married couples cannot debate and resolve work‐related conflicts without undue strain on their personal relationship leads some of these couples to organize their work into gendered tasks and workspaces, contributing to the maintenance of vertical segregation in the trainer position. The implications for segregation of other solutions, such as operating separate businesses, or working for another business, are less clear.     

THE EFFECTS OF PARENTAL LOSS ON THE FORMATION OF INTIMATE RELATIONSHIPS*

Effects of parental loss on subsequent intimate relationships were studied with a sample of young married couples and with a sample of college students. Compared to those with no parental loss, young adults with parental loss tended to exhibit one of two patterns: avoidance of intimacy, or accelerated courtship. Persons with parental death exhibited both of the described patterns, but tended as a group to be more hesitant about intimate relationships. Persons with parental divorce generally indicated accelerated courtship patterns. Theoretical and clinical implications are discussed.     

A dynamic social-ecological model of generational identity in the workplace

We approach generational identity in the workplace as a social identity simultaneously linked to biological and historical location. We outline a dynamic social-ecological model of generational identity in which various levels of influences shape the potential for and manifestation of generational identities in the workplace. We propose that individual generational identity in the workplace is influenced by the interaction of four levels of factors: the workgroup, where generational identity is triggered; the organization, which structures the context in which work-related generational identity takes shape; the extra-organizational environment, which sets the general parameters for generational interactions with occupational and stakeholder groups; and society, where generational phenomena are manifested as historical social movements and depicted as mass media narratives. We examine each of these levels of influence and offer propositions, guided by social identity, self-categorization theory, fault line theory, and generational theory, to elucidate what each level of influence contributes to a fulsome understanding of generation as a complex phenomenon. This approach to generational identity in the workplace highlights the influences that serve as pre-conditions for generational conflict in organizations.     

有亲密关系的跨性别交流与语言礼貌策略

美国学者Nessa Wolfson认为，与社会距离处于中间位置的人群相比较，处于两个极端的具有亲密关系的人们之间同陌生人之间一样，在交流中极少使用语言礼貌。本文主要研究在具有亲密关系的跨性别交流中使用语言礼貌策略的必要性，同时将布朗和列文森提出的积极和消极礼貌策略作为提高具有亲密关系的男女性之间交流质量的策略进行了介绍。文章认为，用于增加亲密、减少摩擦以提高交流质量的礼貌策略不但可以，而且有必要应用在具有亲密关系的跨性别交流中。     

Dimensions of Intimacy: The Interrelationships between Gender and Listening

In the introduction to their text on intimate relationships, Perlman and Duck (1987, p. 9) note that psychologists, sociologists, family scientists and communication experts “are all making important contributions” to the study of personal relationships, thereby reflecting the recent multidisciplinary aspect of this field. However, in many important works on intimacy and intimate relationships, the gender differences that often create barriers to intimacy, and how these differences are reflected in the communication process, have, until recently, been notably absent.¹ While alluded to repeatedly, nowhere, in fact, is the connection directly made between intimacy and the listening behavior of women and men. This paper therefore attempts to fill this absence by integrating into the literature on intimacy the salient aspects of listening that affect the quality of intimate relationships between women and men. Hopefully, such understanding will contribute to our knowledge of the concept of intimacy in our culture and will facilitate razing the barriers to intimate relationships that are a product of cultural expectations.     

THE PROCESS OF INTIMACY: SIMILARITY, UNDERSTANDING AND GENDER

This study examined gender and three aspects of marital intimacy using a method to establish both objective and subjective indices of intimacy. Fifty couples answered the Personal Assessment of Intimate Relationships (Schaefer & Olson, 1981) twice: once as a self-report and once to respond as they predicted their spouses would answer. Couples who were less accurate in predicting each other's responses also diverged in their experience of intimacy and reported lower intimacy. Results suggest that high intimacy is based on both understanding and similarity of intimate experience. Women reported significantly higher levels of intimacy and were also better than men in predicting their partners' feelings. These findings suggest that women may be more attuned to intimacy or that definitions and assessment of intimacy are gender biased or both.     

Employment mobility or turnover? An analysis of child welfare and protection employee retention

This article challenges the commonly held assumption that there is a high level of occupational turnover of social workers in all child protection and welfare agencies. By analysing occupational mobility patterns (turnover, retention and attrition) in five child protection social work teams, the article demonstrates how occupational mobility is a complex phenomenon and needs to be understood within wider shifts in employment patterns and the gendering of professions. In this paper we argue that it is important to distinguish between employee turnover and employee mobility, and that an examination of the posts taken up after leaving, at least in Ireland, may provide a different perspective on the narrative of high turnover of workers in this sector. Within the five teams, it is estimated that there was a turnover rate of 8 percent in 2006 and 11 percent in 2010, with 72 percent of child protection workers in post at the end of 2005 being retained and still in post at the end of 2010. While this should not lead to complacency, or a failure to recognise and respond to the stressful nature of child protection, it does raise questions for employers about how they might plan for occupational mobility within a stable workforce made up of largely women, aged between 25 and 35, frequently newly-qualified, who are often the main carers for children and adults outside the workplace.     

Individual and environmental factors related to job satisfaction in people with severe mental illness employed in social enterprises

Objective: The purpose of this study was to enhance understanding of the impact of individual and environmental variables on job satisfaction among people with severe mental illness employed in social enterprises.Participants: A total of 248 individuals with severe mental illness employed by social enterprises agreed to take part in the study. Methods: We used logistic regression to analyse job satisfaction. A model with job satisfaction as the dependent variable, and both individual (occupational self-efficacy and severity of symptoms perceived) and environmental (workplace) factors (provision of workplace accommodations, social support from co-workers, organizational constraints) as well as external factors (family support) as predictors, was tested on the entire sample. Results: All findings across the study suggest a significant positive impact of both individual and environmental factors on job satisfaction. People with higher occupational self-efficacy who were provided with workplace accommodations and received greater social support were more likely to experience greater job satisfaction.Conclusions: These results suggest that certain features of social enterprises, such as workplace accommodations, are important in promoting job satisfaction in people with severe mental illness. Further studies are warranted to expand knowledge of the workplace features that support employees with severe mental illness in their work integration process.     

Violence in the workplace and ergonomic prevention

There is a growing problem of violence in the workplace that should not be ignored. An estimated 6,359 deaths occur per year in the workplace [8] and an average one million each year are assaulted while at work [3]. Workplace violence is detrimental to both the employer and employee. It causes decreased worker productivity which results in monetary loss for businesses and the worker. Prevention programs can and should be implemented to address workplace violence. Prevention strategies that incorporate ergonomic and occupational therapy concepts can increase work productivity and job satisfaction. Certain occupations, such as health care and social service workers, are at a high risk for violence in the workplace. Violence in the workplace may never be eliminated, but steps can be taken to hinder the problem from growing.     

Beyond Neighborhoods and Crime: Expanding the Scope of Social Disorganization to Explain Occupational Deviance

This article proposes a structural explanation for the occupational deviance dimension of white collar crime. The systemic model of social disorganization theory is used as a framework for understanding organizational conditions that produce high rates of occupational deviance. The model of workplace disorganization proposed here posits parallel mechanisms can be found in communities as well as organizations. Marginalized workplaces, employee turnover, and employee heterogeneity are antecedent factors that discourage employee network formation and collective action against deviance. By refocusing on organizational factors, we offer a broader understanding of occupational deviance, one that can predict and explain the workplace conditions under which counterproductive behaviors occur.     

Employee Assistance Programs:

Many people in the employee assistance field view the development and expansion of employee assistance programs (EAPs) as a direct result of occupational alcoholism programs. This paper assesses the early role of occupational social welfare as the precursor of social service programs in the workplace and emphasizes the importance of having a broader historical perspective of EAPs.     

Getting by with a Little Help from Workplace Friends: Workplace Culture,Social Support,and Family Cohesion

Studies have shown a negative association between certain aspects of workplace culture and family functioning. Using a neo-institutional framework, we examine whether workplace social support moderates the influence of three features of workplace culture—time demands, work pressure, and work strain—on family cohesion. Analyzing survey data from 312 individuals in dual-earner relationships, we control for number of children, education, income, employment status, and occupational status. We find that workplace social support is directly associated with family cohesion but does not serve as a buffer between dimensions of workplace culture and family cohesion.     

Corporeal Interactions in VRChat: Situational Intensity and Body Synchronization

Erving Goffman's work on interaction in everyday life focuses on joint spatio-temporal and face-to-face situations and denies the constitution of social situations via mediatized interaction. In contrast, we argue that shared immersive media such as Social Virtual Reality enable intense, delocalized forms of co-present interactions that constitute closeness and intimacy. By discussing Goffman in the context of current works that open up his perspective for mediatization, we present an understanding of social situations that focuses on intensity and synchronized embodiment—physical, digital, and corporeal. On the Social VR platform VRChat, synchronized bodies allow for intimate corporeal practices, such as cuddling, dancing, or cybersex. Virtual Reality technology facilitates delocalized forms of affective-bodily interaction, thereby contributing to the social negotiation of mediatized closeness and intimacy—despite physical distance. Our findings are based on a digital ethnographic analysis of lifeworlds and practices of enthusiast VRChat-users, combined with qualitative semi-structured interviews.     

Strategies to handle the challenges of intimacy in night-time home care services

The provision of intimate and personal care constitutes a challenge for both careworkers and care recipients and is still a neglected area of research. An observational study of the interaction between the careworkers and care recipients in night-time home care services was conducted in a large municipality in Sweden. The results were analysed in light of previous research and theorising on strategies for handling intimacy in intimate care. The study highlights what appears to be a tension between the ways in which the recipient of care is conceptualised as an active consumer of care in present-day guidelines and the strategies chosen on the part of both caregivers and care recipients, when intimacy and integrity is most at stake, and framed as it is by the care recipients’ situation of dependency and vulnerability. Home care services night-time was shown to be a case that markedly differs from many other settings of intimate care, but in the interactional routines intimate care came forth as a smooth and minimally obtrusive activity. The careworkers and care recipients engaged in strategies such as disattention, eye-discipline, middle-distance orientation, and objectification, thereby serving the purpose of balancing the transgressions of thresholds of intimacy.     

Couple network patterns of newcomers in an Australian city

Data from a study of newcomer families in Canberra, Australia, are used to illustrate patterns of couples' network formation in a new social setting. The discussion focuses on particular couple network patterns which newcomers developed during their first year and on the influence of these patterns on the newcomers' experience of the new social environment. Different network structures were found to affect the newcomers' potential for both individual change and the development of intimate relationships in this situation.     

Does (mixed‐)race matter? The role of race in interracial sex,dating, and marriage

Though sociologists have long focused on the role of race as a dynamic in romantic and sexual relationships, there is currently limited research on the experiences of mixed‐race people and the ways their racial identities may be influencing how people navigate race and/or ethnicity as part of these intimate relationships. Due to the increase in the number of Americans—in both opposite‐sex and same‐sex relationships—reporting partners of a different race or ethnic background between the 2000 and 2010 censuses, race, and intimacy remain at the forefront of mainstream social concerns. However, research exploring how multiracial people—a rapidly growing population—fit in these trends is underrepresented. In this review, I discuss the existing research on race, dating, and marriage, particularly the meanings attached to interracial relationships in an online era. I also assess how recent research has begun to discuss the impact of mixed‐race identity on intimate relationships both online and offline.     

STATE INCORPORATION OF MIGRANTS AND THE REPRODUCTION OF A MIDDLEMAN MINORITY AMONG INDOCHINESE REFUGEES

This article examines how state incorporation reproduces a middleman minority group's occupational role after the migration of that group to the United States. An extension of middleman minority theory is developed to explain why ethnic Chinese refugees from former Indochina are overrepresented in intermediary social service occupations in comparison to Vietnamese, Laotian, and Cambodian refugees. Three propositions are developed and tested focusing on the conflict engendered by an intermediary occupation, staff recruitment patterns, and role orientations among different ethnic groups. Data from participant observation and interviews are used to focus on actual behavior in the workplace, whereas most studies of occupational concentration by ethnic groups have examined the sector level.