A lay-statistician explanation of minority discrimination

We outline a new explanation of discrimination against numerical minorities. In contrast to prior work that focuses on how the content of categories affects discrimination, our argument describes how the size of categories leads to discrimination. Specifically, we argue that, when comparing multiple categories, actors tend to view larger categories as more closely approximating an underlying population than smaller ones. As a result, a decision maker will tend to expect that members of a numerical majority are more likely to be what he/she is searching for, whether it is the best or worst candidate. We report the results of two studies designed to test these arguments. To demonstrate the generality of the proposed mechanism, Study 1 tested the argument in a non-social domain. Participants disproportionately favored the majority (vs. minority) category when searching for a single winning lottery ticket, and favored the minority category when the goal was to avoid a single losing ticket. Our second study supported an additional implication of the argument in a social domain: decision makers tended to rank highly qualified majority job candidates as better than equally qualified minority candidates, and relatively unqualified majority candidates as worse than equally unqualified minority candidates.     

Negative ability bias from conditioning on a confounded mediator: A directed interaction test and case study

Sociologists increasingly recognize the problem of endogenous selection bias in mediation analysis. Building on a sub-model of Elwert and Winship (2014), we propose that a widely-overlooked endogenous selection bias exists in the form of a negative ability bias in sociological models of economic outcomes where job attributes are often included as mediators but confounded by unobserved abilities. We use simulations to show that the bias size increases with collider selectivity under common modeling assumptions, and we leverage this property to develop a directed interaction test to detect this bias. To demonstrate the principles of the test and the practical significance of the bias, we re-examine the paradox of Communist Party Premiums in post-2000 China—the sudden disappearance of income returns to Party members, as found in recent studies. The results are strikingly consistent with the hypothesis that a negative ability bias has recently overwhelmed the persistent Party premiums in China.     

Donations and dependence: Individual contributor strategies in house elections

Despite the importance of individual contributors to financing federal candidates, past work has largely neglected this crucial financial constituency in favor of research on corporate and trade political action committees (PACs). By contrast, in this study I offer the first analysis of aggregate contributions from the population of individual contributors to House candidates. Using an original big dataset constructed from over fifteen million Federal Election Commission (FEC) disclosure records, I identify individual contributors (rather than contributions) and trace the variation in their strategies across types of House candidates. I distinguish between frequent donors, who are theorized to have more contact with members of Congress, versus infrequent donors in these elections. I find evidence that the character of aggregate donations from repeat donors is more access-oriented even while controlling for other salient candidate characteristics. Funds from infrequent donors, in contrast, appear more ideologically motivated. By also examining the percentage of funds that House candidates receive from repeat donors, I show that the fundraising coalitions of candidates may reproduce reliance on more access-oriented, repeat donors despite the influx of dollars from infrequent donors. I suggest that my findings provide a persuasive case for re-evaluating the diversity of roles individual contributors play in the campaign finance system, and for systematically analyzing variation in contributor strategies.     

Labor market influences on Women's fertility decisions: Longitudinal evidence from Canada

While fertility theories suggest that insecure labor market experiences encourage women to postpone having children, few have examined whether job insecurity perceptions influence fertility in the North American context—an omission we address in the current study. Findings from event history analyses of a panel dataset of Canadian workers (Canadian Work, Stress and Health Study) reveal that perceived job insecurity is salient for women's first birth decisions but not subsequent births. Further subgroup analyses show that the association between perceived job insecurity and likelihood of a first birth is limited to college-educated women and those in low unemployment labor market regions. Among women with less than a college degree and those in high-unemployment regions, the likelihood of a first birth does not vary by respondents' perceptions of insecurity. Results suggest a more nuanced relationship between insecure work and women's childbearing decisions than predicted by traditional pro-cyclical accounts of the economy-fertility association.     

Modeling repeated measures of dichotomous data: Testing whether the within-person trajectory of change varies across levels of between-person factors

In this paper, we consider the following question for the analysis of data obtained in longitudinal panel designs: How should repeated-measures data be modeled and interpreted when the outcome or dependent variable is dichotomous and the objective is to determine whether the within-person rate of change over time varies across levels of one or more between-person factors? Standard approaches address this issue by means of generalized estimating equations or generalized linear mixed models with logistic links. Using an empirical example and simulated data, we show (1) that cross-level product terms from these models can produce misleading results with respect to whether the within-person rate of change varies across levels of a dichotomous between-person factor; and (2) that subgroup differences in the rate of change should be assessed on an additive scale (using group differences in the effects of predictors on the probability of disease) rather than on a multiplicative scale (using group differences in the effects of predictors on the odds of disease). Because usual approaches do not provide a significance test for whether the rate of additive change varies across levels of a between-person factor, sample differences in the rate of additive change may be due to sampling error. We illustrate how standard software can be used to estimate and test whether additive changes vary across levels of a between-person factor.     

Coincidence probabilities for simple majority and positional voting rules

With three candidates and an odd number n of voters, let Q(n, λ, p) be the probability that the winning candidate under the point-total rule that assigns 1, λ, and 0 points respectively to each first, second, and third-place vote is the same as the simple majority candidate, given that there exists a simple majority candidate, when each voter independently selects a linear preference order on the candidates by a common probability distribution p on the six linear orders on the candidates. With Q(n, λ) = Q(n, λ, p) when p assigns probability $\text{1}\text{6}$ to each order, the λ values that maximize Q(n, λ) for small n consist of open intervals in [0, $\text{1}\text{2}$]. Using quadrivariate normals, a computational form is developed for the limiting probability Q(λ) = lim_n→∞Q(n, λ). The function Q(λ) = Q(1 ? λ) for each λ ? [0, 1] and is differentiable with Q(λ) strictly increasing as λ goes from 0 to $\text{1}\text{2}$. The maximum value $\text{Q(}\text{1}\text{2}\text{)}$ is approximately. 901189. Effects of nonuniform p distributions on Q(n, λ, p) are also discussed.     

The stigma of mental illness in the labor market

Mental illness labels are accompanied by devaluation and discrimination. We extend research on reactions to mental illness by utilizing a field experiment (N = 635) to test effects of mental illness labels on labor market discrimination. This study involved sending fictitious applications to job listings, some applications indicating a history of mental illness and some indicating a history of physical injury. In line with research indicating that mental illness leads to stigma, we predicted fewer callbacks to candidates with mental illness. We also predicted relatively fewer callbacks for applicants with mental illness when the jobs involved a greater likelihood for interpersonal contact with the employer. Results showed significant discrimination against applicants with mental illness, but did not indicate an effect of potential proximity to the employer. This contributes a valuable finding in a natural setting to research on labor market discrimination towards people with mental illness.     

Deducing majority candidates from election data

An election among m ? 3 candidates is conducted by system s ? {1, 2, …, m ?1} when each voter can vote for any k candidates so long as k ∈ s and the winner is the candidate who receives the most votes. Suppose the available data for an election conducted by s consists of the total number n of voters plus the number of votes n_i received by candidate a_i for i = 1, …, m, and for definiteness assume that n₁> n₂ ? … ? n_m so that a₁ wins the election. The winner a₁ is defined to be a majority candidate if for each i > 1 more voters prefer a₁ to a_i than prefer a_i to a₁. Question: Given m and s, what must be true of the available election data so that the winner is certain to be a majority candidate? Assuming that a voter can have any weak preference order on the candidates but is not indifferent among all m candidates, and assuming that each voter might vote in any manner that is not clearly contrary to his own interests, the following answers to the Question are derived for m = 3 and m = 4. The only s in a three-candidate election that can guarantee that a₁ is a majority candidate is the approval voting system s = {1, 2}, and it can make this guarantee if and only if $\text{n}{}_1\text{>}\text{n}\text{2}\text{+ min{n}{}_2\text{, n}{}_1\text{+ n}{}_2\text{+ n}{}_3\text{? n}}$. There are two systems for four-candidate elections that can guarantee that a₁ is a majority candidate, namely s = {1, 2} and s = {1, 2, 3}, and for each of these a₁ must be a majority candidate if and only if $\text{n}{}_2\text{+ n}{}_3\text{+ n}{}_4\text{<}\text{n}\text{2}$. By implication, the plurality system s = {1} can never assure one that the winner is a majority candidate. Stronger assumptions than those used in the main analysis, which are able to ensure that the plurality winner is a majority candidate, are identified.     

Unemployment and men's entrance into female-dominated jobs

Despite the contraction of many male-dominated occupations, men have made limited progress in entering female-dominated jobs. Using monthly employment histories from the SIPP, we examine whether individual economic conditions—such as a period of unemployment—are associated with men subsequently pursuing female-dominated work. Specifically, we ask whether men are more likely to enter female-dominated jobs after unemployment, compared to men who take a new job directly from employment. We find that unemployment significantly increases the odds of men entering female-dominated work among men who make job transitions. By examining changes in occupational prestige as well as wage differences before and after unemployment, we also find that entering a female-dominated job (compared to other job types) may help men mitigate common scarring effects of unemployment such as wage losses and occupational prestige downgrades. Accordingly, this study reveals a critical occupational route that may allow men to remain upwardly mobile after involuntary unemployment.     

I wouldn’t, but you can: Attitudes toward interracial relationships

Using the 2008 Cooperative Congressional Election Study (CCES), we study Whites’ attitudes towards dating, cohabiting with, marrying, and having children with African Americans and Asian Americans. We find that 29% of White respondents reject all types of relationships with both groups whereas 31% endorse all types. Second, Whites are somewhat less willing to marry and bear children interracially than to date interracially. These attitudes and behaviors are related to warmth toward racial outgroups, political conservatism, age, gender, education, and region. Third, White women are likely to approve of interracial relationships for others but not themselves, while White men express more willingness to engage in such relationships personally, particularly with Asians. However, neither White men nor White women are very likely to actually engage in interracial relationships. Thus, positive globalattitudes toward interracial relationships do not translate into high rates of actual interracial cohabitation or marriage.     

Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents

Research has confirmed a motherhood penalty and fatherhood bonus at work. Employers, it appears, regard mothers and fathers differently from one another and differently from non-parents. We have yet to systematically explore whether mothers exhibit fewer pro-work behaviors than fathers and non-parents or whether fathers engage in more of them than mothers and non-parents. This article draws on nationally representative data from full-time employed adults to investigate mother, father, and non-parent differences in work effort, work intensity, job engagement, and four measures of work enhancement from home. Mothers and fathers are similar on five out of seven outcomes tapping pro-work dimensions. When they differ, mothers report greater job engagement and work intensity than fathers. Mothers are no different from non-parents on all outcomes. All findings hold net of individual, job, and family controls. I conclude that reducing workplace gender inequality will require organizational changes that pay explicit attention to workers’ care-giving responsibilities.     

火腿肠中亚硝酸盐含量的测定

亚硝酸钠是一种肉类护色剂，但它也是一种急性毒性较强的物质，特别是它与仲胺能在人胃中合成亚硝胺而可能引起致癌．此文选用分光光度法测定火腿肠中亚硝酸钠的含量，并与我国规定的最大残留量比较，以确定火腿肠卫生指标是否合格．     

Imprisonment and (inequality in) population health

This article extends research on the consequences of mass imprisonment and the factors shaping population health and health inequalities by considering the associations between imprisonment and population health—measured as life expectancy at birth and the infant mortality rate—and black-white differences in population health using state-level panel data from the United States (N = 669), 1980-2004. Results show that imprisonment is significantly associated with poorer population health, though associations between imprisonment and infant mortality and female life expectancy are somewhat more consistently statistically significant than are associations with male life expectancy, and associations are more pronounced and statistically significant for blacks than they are for whites. Results also show, however, that increases in imprisonment are associated with decreases in the mortality rates of young black men. Thus, though imprisonment tends to be associated with higher mortality risk and greater black-white differences in mortality, it may, in the short-run, have some paradoxical mortality benefits for young black men.     

Social isolation,survey nonresponse,and nonresponse bias: An empirical evaluation using social network data within an organization

Survey researchers have long hypothesized that social isolation negatively affects the probability of survey participation and biases survey estimates. Previous research, however, has relied on proxy measures of isolation, such as being a marginalized group member within a population. We re-examine the relationship between social isolation and survey participation using direct measures of social isolation derived from social network data; specifically, instrumental research and expressive friendship connections among faculty within academic departments. Using a reconceptualization of social isolation, we find that social network isolation is negatively associated with unit response. Among women (a numerical minority group within the organization), we further find that social group isolation (i.e., lacking instrumental network connections to men, the majority group in the organization) is negatively associated with survey participation. Finally, we show that some survey estimates are systematically biased due to nonparticipation from socially isolated people.     

Career mobility as a Poisson process: An application to the career dynamics of men and women in the U.S. Office of the Comptroller of the Currency from the Civil War to World War II

Poisson process models of upward mobility in job rewards are developed and estimated using event history techniques on data from one organization over a period of 80 years. The models developed permit the inclusion of independent variables which vary over a person's career and are used to analyze differences in the mobility of men and women. The main findings are (1) the career dynamics of men and women are similar in general form, both best described by a segmented, heterogeneous, and nonstationary Poisson process; (2) parametric differences exist between the models for men and women in terms of how certain independent variables affect the rate of arrival of opportunities to move up in the reward hierarchy and in terms of how others affect the rate of being given or taking advantage of such opportunities; and (3) both men and women appear to benefit by being in competition with one another for available opportunities. Theoretical interpretations of these results are discussed in relation to differences in the flow of opportunities to locations in the reward hierarchy occupied predominantly by men versus those occupied predominantly by women.     

A Sort of Homecoming: Incarceration and the housing security of urban men

While individuals returning from prison face many barriers to successful re-entry, among the most serious are the challenges they face in securing housing. Housing has long been recognized as a prerequisite for stable employment, access to social services, and other aspects of individual and family functioning. The formerly incarcerated face several administrative and de facto restrictions on their housing options; however, little is known about the unique instabilities that they face. We use a longitudinal survey of urban families to examine housing insecurity among nearly 3000 urban men, including over 1000 with incarceration histories. We find that men recently incarcerated face greater housing insecurity, including both serious hardships such as homelessness, and precursors to homelessness such as residential turnover and relying on others for housing expenses. Their increased risk is tied both to diminished annual earnings and other factors, including, potentially, evictions from public housing supported by Federal “one-strike” policies.     

The mental health consequences of the economic crisis in Europe among the employed,the unemployed,and the non-employed

Applying a multi-level framework to the data from the European Social Survey’s Round 3 (2006) and Round 6 (2012), we assessed the crisis by increases in rates of unemployment, while also controlling for countries’ pre-crisis economic conditions. We found a positive relationship between depression and an increase in national unemployment rates. This relationship can be only partly ascribed to an increase in the number of unemployed and those employed in nonstandard job conditions—with the exception of the self-employed and women working part-time. The crisis effect is more pronounced among men and those between 35 and 49 years of age. Moreover, in strongly effected countries, the crisis has changed the relationship between part-time work and depression, between depression and certain subcategories of the unemployed (looking for a job or not looking), and between depression and the non-employed.     

Sex stratification in the workplace: Male-female differences in economic returns to occupation

Employing data from the 1974–1977 NORC General Social Surveys, I investigate differences in the earnings attainment of currently employed white men and women age 25 to 64. I focus special attention on the explanatory effects of job characteristics other than those traditionally employed in prestige and status-defined earnings models. The results, based on a multivariate regression analysis and a regression standardization procedure, suggest that a nontrivial portion of the earnings gap between men and women is due to women's concentration in jobs which are low-paying and heavily female and because women are less likely than men to exercise authority in their jobs or to control the means of production. Including these factors in an earnings model statistically increases women's earnings as a percentage of men's by over 7%, accounting for approximately 13% of the earnings gap. Net of these job characteristics, gender differences in industry distribution are not substantively important in explaining why women earn less than men, accounting for only 0.4% of the earnings gap. When single women's earnings are adjusted to take account of their occupational concentration, 10% of the male-single female earnings gap is explained, providing preliminary evidence that the job characteristics I specify are not mere proxies for work experience. Including job characteristics as measures of the context of employment thus usefully extends the human capital and prestige or statusdefined models traditionally employed in explanations of the male-female earnings differential.     

Compensating differentials, labor market segmentation, and wage inequality

Two literatures on work and the labor market draw attention to the importance of non-pecuniary job amenities. Social psychological perspectives on work suggest that workers have preferences for a range of job amenities (e.g. Halaby, 2003). The compensating differentials hypothesis predicts that workers navigate tradeoffs among different job amenities such that wage inequality overstates inequality in utility (Smith, 1979). This paper joins these perspectives by constructing a new measure of labor market success that evaluates the degree to which workers’ job amenity preferences and outcomes match. This measure of subjective success is used to predict workers’ job satisfaction and to test the hypothesis that some degree of labor force inequality in wages is due to preference-based tradeoffs among all job amenities. Findings demonstrate that the new measure predicts workers’ job satisfaction and provides evidence for the presence of compensating differentials in the primary and intermediate, but not secondary, labor markets.     

Gendered styles of student-faculty interaction among college students

Scholars have examined gender differences in many areas of college life, but we know little about how men and women may interact differently with faculty—an activity with strong links to student outcomes. Using data from the National Survey of Student Engagement, I investigate whether men and women demonstrate different styles of interaction with faculty. I find that women are more likely than men to engage frequently in instrumental interactions, such as emailing and discussing course logistics with faculty. In contrast, men are more likely than women to have frequent higher order interactions, such as discussing ideas and participating in research. These findings introduce a new typology of student-faculty interaction and contribute to our understanding of gendered pathways through higher education.