MODELING INFORMALITY FORMALLY: HOUSEHOLDS AND FIRMS

Informality is widespread in most developing countries. In Latin America, 50% of salaried employees work informally. Three stylized facts characterize informality: (1) small firms tend to operate informally while large firms tend to operate formally; (2) unskilled workers tend to be informal while skilled ones have formal jobs; (3) ceteris paribus, secondary workers (a worker other than the household head) are less likely to operate formally than primary workers. We develop a model that accounts for all these facts. In our model, both heterogeneous firms and workers have preferences over the sector they operate and choose optimally whether to function formally or informally. There are two labor markets, one formal and the other informal, and both firms and workers act unconstrained in them. By contrast, a prominent feature of the preexisting literature is that workers' decisions play no role in determining the equilibrium of the economy. In our model, policies that reduce the supply of workers in the informal labor market at given wages will increase the level of formality in the economy. This has noteworthy implications for the design of social programs in developing countries. We also show that an increase in the participation of secondary workers would tend to raise the level of informality in the economy. (JEL J24, J33)     

Gender Differences in Expectations Predictive of Volunteer Experience Among Older Chinese Professionals in Hong Kong

Abstract

The purpose of this study was to examine gender differences in expectations predictive of volunteer experience. Volunteering is one pathway to remaining actively engaged in later life and active engagement is considered one of the cornerstones of successful aging. The global feminization of aging underscores the need to consider gender differences when exploring factors associated with volunteerism. There is also a growing international interest in volunteerism among older adults. A sample of 438 Chinese professionals in Hong Kong ages 45-79, including retired (36.3%) and employed (63.7%), were asked about their expectations for volunteer work. Gender was evenly distributed, with 49.8% male and 50.2% female. Forty-three percent (43%) had volunteer experience. A multivariate logistic regression model was fit to sub-samples by gender, and gender differences emerged. For males, married and the expectation to utilize own skills were associated with volunteer experience. For females, self-rated health, retired, and the expectation to meet the needs of others were associated with volunteer experience. These results suggest that gender differences in expectations may influence volunteer activity.     

Does Gender Equality Influence Volunteerism? A Cross-National Analysis of Women’s Volunteering Habits and Gender Equality

Research regarding the roles of women in society and in political and social organizations is large, with scholars focusing on the likelihood of political and social engagement. However, few of these studies examine the influence of gender on participation in voluntary organizations by utilizing cross-national data. This study intends to analyze the influence of gender on the type of organization that an individual volunteers and on whether these volunteering habits are influenced by the gender equality in a country. Is there segregation in the type of organizations men and women volunteer? Do women in more gender equal societies have similar volunteering patterns as men, or does the difference continue in volunteering? For this study, we use the World Values Survey from 1999 to 2002, to identify the differences in the types of organizations that men and women volunteer and discuss the impact gender equality has on these volunteering patterns.     

The Effects of Individual Risk Propensity on Volunteering

Serving as a volunteer is gratifying and rewarding, but by nature it is also considered a risky decision. Volunteering risk may come from the lack of sufficient training, asymmetric information between volunteers and managers, and the lack of support and protection from nonprofit organizations. Abundant studies discuss volunteering behaviors based on demographics. However, people's decisions are mainly determined by their own preferences rather than demographic differences. Accordingly, this study hypothesizes that individual risk propensity is an important predictor for volunteering behaviors. Using a nationally representative data set, this study finds that risk‐accepting individuals are more likely to volunteer than their risk‐averse peers. Also, the former tend to volunteer more frequently than the latter once they decide to be part of the volunteer labor force. Several managerial implications and volunteer recruitment strategies for nonprofit organizations are discussed.     

Führungspositionen im Ehrenamt – ein weiterer Bereich der Benachteiligung von Frauen?Management Positions in Volunteering – Another Field of Discrimination of Women?

Based on data of the 2009 German Volunteer Survey (“Freiwilligensurvey”) the paper analyses whether there is evidence for a discrimination of women in filling management positions in the volunteer sector. It turns out that women have a significant lower propensity to take up an unpaid volunteer management position. This correlation is also robust when we control for self-selection bias as well as certain important socio-demographic, socio-economic and volunteer-specific determinants. Further on we can show that this kind of gender-specific discrimination can be found particularly in leisure-time clubs and religious organisations. These results indicate that structural and organisational parameters play an important role to explain gender specific differences in filling volunteer management positions.     

One of a Kind,or All of One Kind? Groups of Political Participants and Their Distinctive Outlook on Society

Political participation can take shape in many types of participation, between which the overlap is low. However, the similarities and differences between various types of participants are surprisingly understudied. In this article, I propose to differentiate between four types of participants: institutional political participants, non-institutional political participants, civic participants, and political consumers. These types differ from each other on two dimensions: whether they are political or publicly oriented and whether they are formally or informally organized. Building on the matching hypothesis, I argue that we should differentiate those four types of participants by their outlook on society (societal pessimism, political trust, and social trust). Using data from the European Social Survey 2006, including participants from 19 countries, logistic regressions show that institutional political participants trust politics rather than people, non-institutional political participants are societal pessimists who trust other people, civic participants are societal optimists who trust other people, and political consumers are pessimists who do not trust politics.     

Gender differences in social risk taking

Women in Western societies are typically more risk averse than men in individual risk taking decisions. In real life, however, risk taking decisions are usually made in a social context. So far, empirical evidence whether gender differences are also present in the social risk taking domain is missing. We use a controlled experiment to analyze gender differences in social risk taking. We find that inequality aversion is the main driver for risk aversion in social risk taking. Disaggregating the data for males and females shows that this effect is mainly driven by strong inequality aversion of women. Moreover, by running the experiment with non-standard subjects from an egalitarian small-scale society, our results suggest that gender differences in social risk taking are culture-specific.     

The Variable Nature of the Gender Gap in Political Knowledge

ABSTRACT

Previous research demonstrates that long-standing gender gaps in political knowledge are often a function of measurement artifacts. This article examines two potential measurement issues – question content and format – to determine whether gender differences in knowledge are sensitive to decisions we make when choosing and constructing knowledge measures. Using an original survey from the 2014 Cooperative Congressional Election Study (CCES), we demonstrate that, while expected gender differences exist when we ask traditional knowledge questions, these gender gaps are ameliorated when we employ items that measure knowledge about women in politics. We also examine gendered response patterns regarding “don’t know” responses, which can deflate women’s knowledge levels. Finally, we examine the determinants of political knowledge for women and men, and uncover an important role for political interest in shaping women’s knowledge levels. These results suggest that scholars should take steps to create political knowledge measures that can most accurately gauge the political capacities of women and men.     

Gender Differences in Job Challenge: A Matter of Task Allocation

Challenging job experiences are considered important prerequisites for management development and career success. Several researchers have suggested that women are given fewer challenging assignments than their male colleagues. To test this idea we performed two studies. The first examined possible gender differences in challenging job experiences at middle job levels. The results indicated that female employees had fewer challenging experiences in their jobs than their male counterparts. The second explored the proposition that differential assignment of challenging tasks to male and female subordinates underlies gender differences in job challenge. The results indeed suggest that supervisors' task allocation decisions are not gender‐blind and may result in women having fewer challenging job experiences than men.     

Organizational Resources and the Gender Gap in Congregational Lay Leadership

The purpose of this study is to examine how organizational resources affect the gender gap within lay (volunteer) leadership in religious congregations. Using institutional theory as a framework, this study situates congregations within a larger field of organizations competing for legitimacy. Congregations with higher levels of resources—such as wealthier members, better-educated members, or larger memberships—are more likely to be connected to the core of the field and therefore more likely to have gender egalitarian practices in order to signal their legitimacy. Therefore, I hypothesize that women in resource-rich congregations will have greater access to volunteer leadership positions than women in congregations that are resource deficient. I analyze 70,942 individuals in 344 religious congregations from the 2001 U.S. Congregational Life Survey using multilevel modeling. I show that religious congregations with more members, better-educated attenders, and wealthier attenders have smaller gender gaps in volunteer leadership positions. Congregational resources can mitigate the gender gap in lay leadership, and women within resource-rich organizations have greater access to positions of authority.     

Information Source Reliance and Charitable Giving Decisions

This study examines the relationship between donor reliance on information and donors’ subsequent charitable giving decisions of both time and money. To examine this relationship, we utilize data from an original survey of residents in San Diego County, California (n = 1,002), asking donors about their charitable activities and the information sources that they use to facilitate their charitable decisions. Our findings reveal that relying on information from both nonprofit accrediting agencies and personal experiences positively influences donors’ decision to give time to nonprofit organizations (that is, volunteer), but has no significant impact on decisions to give money. Implications of these findings are discussed.     

If all you have is a hammer,everything looks like a nail: Operationalization matters

Operationalization has been the focus of less research than many other methodological topics. In this article, we argue that considering operational decisions is particularly critical for those who study stratification, because measures of inequality often involve multiple layers of operationalization: researchers first decide how to assign individuals to social groups (e.g., race), which are then themselves used to construct measures of group‐level differences and inequality (e.g., racial segregation). We provide examples of this by drawing on contemporary debates about how to operationalize social groups based on class, race, gender, and religion. Then we discuss three examples (religion, racial segregation, and family type) of second layer operationalization decisions, focusing on the consequences of operational decisions for research findings. We conclude by discussing the broader implications of operational decisions, focusing particularly on issues of power and applications for policy makers.     

Adjustment Strategies in the Family Business: Implications of Gender and Management Role

Four gender/role categories are compared to ascertain the influence that gender and management roles and related characteristics have on adjustment strategies selected during hectic times in the family or the family business. The five adjustment strategies involve reallocation of family or business tasks, intertwining tasks, using volunteer help and hiring outside help. Data are from the 1997 National Family Business Study (n = 673). Findings from multiple regression analysis indicate that, with the exception of intertwining tasks, there are not significant differences between men and women on adjustment strategies when controlling for family and business demands and human resources. Single-role managers are more likely to reallocate family resources to the business than are two-role managers, regardless of gender.     

大学生亲社会倾向与志愿动机的关系研究

大学生是社会志愿服务群体的重要力量,探析大学生亲社会倾向与志愿动机的关系非常重要。对233名大学生的调查表明:当前大学生志愿动机水平较高,不同性别在志愿动机上有显著差异,政治面貌影响志愿动机。亲社会倾向与志愿动机高度正相关,情绪性、依从性、利他性是志愿动机的有效预测变量。组织类型在亲社会倾向与志愿动机之间起到调节作用。     

Gender discourses in academic mobility

Despite increasing geographic mobility among academic staff, gendered patterns of involvement in academic mobility have largely escaped scrutiny. Positioned within literatures on internationalization, physical proximity, gender and parenthood in academic mobility and understandings of gender as a process enacted through both discursive and embodied practices, we use discourse analysis based on interviews with academics in New Zealand to examine differences in language that create differing realities with regards to gender and obligations of care in academic mobility decisions. The findings reveal how academic mobility is discursively formulated as ‘essential’ to successful academic careers, with the need for frequent travel justified despite advances in virtual communication technologies. Heteronormative discourses are shown to disrupt and fragment the opportunities female academics have to engage in academic mobility. However, we also uncover ways in which these discourses are resisted, wherein fathers articulate emotional strain associated with academic mobility. The article shows how discourse works to constitute the essentialization of academic mobility, and the uneven gendered practices associated with it, whilst also giving voice to gender inequities in academic mobility from the southern hemisphere.     

Parent gender and child removal in physical abuse and neglect cases

Criminal justice research frequently investigates relationships between punishment decisions and demographic characteristics of the accused, such as gender, race, and age. While there are many similarities between criminal justice and child welfare cases, research on child maltreatment has yet to examine potential demographic influences on case outcomes. The current study examines relationships between parent gender, type of maltreatment, and child removal among agency responses to child maltreatment cases. Using data collected by the National Data Archive on Child Abuse and Neglect Data System (NCANDS), we identify differences in the likelihood of child removal from the parental home across type of maltreatment and perpetrator gender. Our results indicate that mother perpetrators of physical abuse not only face significantly higher likelihood of removal than mother perpetrators of neglect, but are more at risk for losing their children than father perpetrators of both physical abuse and neglect. Findings suggest that gendered attributions and stereotypes regarding parenting can shape assessments of parents' blameworthiness, dangerousness, and rehabilitative potential. We propose that future research on child maltreatment cases adapt and apply justice concepts and frameworks to uncover potential unwarranted demographic disparities in agency decision-making.     

On the same page: The value of paid and volunteer leaders sharing mental models in churches

We examine the idea that mental models shared among paid and volunteer leaders are associated with improved financial performance in nonprofit organizations. Our empirical analysis of thirty‐seven churches yields evidence that organizations are more effective if paid and volunteer leaders have a shared task mental model—that is, if they report similar conceptualizations of organizational goals and decision‐making processes. These findings suggest that the extent of leaders' agreement on organizational goals and the processes of how decisions are made matter for organizational performance. We argue that it is as important to ensure that everyone is on the same page with regard to goals and how decisions are made as it is to have the “right” goals or right decision processes in place. Implications for practice and future research on shared mental models are discussed.     

Building alliances: Defending immigrant rights in rural Oregon

Political participation in the rural United States has often been narrowly defined within the confines of electoral politics. Increasingly, participants in rural US social movements have highlighted the shortcomings of democracy defined purely in terms of electoral politics in favour of a more participatory model of politics that focuses on the social and cultural rights of those who are often formally or informally excluded from the liberal definition of citizenship. This article highlights the process of claiming rights as cultural citizens in a political context where there are efforts through the formal political system—usually in the form of ballot referendums at the state or local level—to further limit the rights of specific constituencies such as gay, lesbian and transgendered individuals or immigrants. A second focus of this article is on the dynamics of solidarity and alliance building between different kinds of social movements acting in concert to push for cultural rights and then formal rights for each other's constituencies. The article specifically seeks to illustrate how two organizations that share quite different constituencies and agendas can effectively collaborate in regional and state-wide campaigns in the rural state of Oregon, while also honestly discussing their differences and difficulties in working together.     

Adjustment Strategy Use in Minority Family Businesses: Differences Across Gender

The objectives of this study were to explore the adjustment strategies employed by minority female owners of small family firms and to compare their use of adjustment strategies with those of their male counterparts. There were significant gender differences in the adoption of adjustment strategies among minority-owned family firms. The major findings of this study suggest that minority female business owners were more likely to reallocate family resources to help with business tasks and were more likely to intertwine both tasks than minority male business owners when demands were particularly great for the family or the firm. In addition, compared to male business owners, a relatively higher proportion of female business owners used volunteer help without pay during hectic times. Implications for business consultants and educators working with minority business owners are discussed.