Age Differences in the Correlates of Perceived Dominance*

Previous evidence indicates that the correlates of dominance vary over studies. We hypothesized that one source of this variability is that dominance shifts with age from being associated with aggression to being more associated with prosocial behavior and sociometric status. To test this, we examined 10 vs. 13 year-old boys' perceptions of dominance, using a measure that assessed the perceived outcomes of dyadic agonism. In a sample consisting predominantly of lower- and middle-SES boys from public schools attending a racially integrated summer program for youths with behavior problems, we examined the relation between perceived dominance, sociometric status, and measures of social behavior, including physical and verbal aggression. Perceived dominance was associated with hitting and bullying among 10 year-olds, whereas among 13 year-olds it was more closely associated with sociometric status. The measure of perceived dominance we present produced rigidity scores comparable to those found using behavioral measures of dominance.     

Explaining the unionism gap: Public-private sector differences in preferences for unionization

Data indicate a substantial and growing “unionism gap” between the public and private sectors. Previous research identifies possible explanations for this gap, including preferences for collective action, political considerations, fears of employer retaliation, and concerns about job security. Our results provide support for these explanations, but also suggest that perceived differences between private and public sector unions may be a significant factor.     

JOB STRESS, DRINKING NETWORKS, AND SOCIAL SUPPORT AT WORK:

Most research examining the problem drinking behaviors of employees has sought to demonstrate that variation in alcohol consumption derives from nonrewarding or stressful aspects of modern work that promote intrapsychic stress and/or alienation. These inquiries have ignored additional job factors that might influence employee drinking patterns. We extend this literature by developing and testing a comprehensive model of influences on employee problem drinking. The model includes the simultaneous influences of stressful working conditions, participation in job-based drinking networks, and perceived social support on the job. Analyses of data from the 1991 National Employee Survey (NES) indicate that this explanatory model significantly improves our understanding of the job-related influences on employee problem drinking. We also demonstrate that each class of job factors has important mediated influences on problem drinking that result from their association with individualized job escapist-oriented reasons for drinking.     

Social accounting for nonprofits: Two models

After giving an overview of the development of social accounting, this article presents two models of social accounting for nonprofits: the community social return on investment model and the expanded value‐added statement. The discussion focuses on the process for establishing a comparative market value for nonmarket social outputs. The authors discuss these models and the comparative market value in relation to social accounting, an academic field that has evolved as part of a critique of financial accounting, especially its failure to analyze the impact of the organization on society and the natural environment. For the most part, scholars have not related social accounting to nonprofits. This article attempts to draw nonprofits into the field of social accounting. Both models address the social impact of nonprofits by including social inputs and outputs that accounting statements normally exclude.