Relational‐Interdependent Self‐Construal and Gender Predicting Blood Pressure Reactivity and Recovery From Stress in Early Adolescence

This study investigated the association between relational‐interdependent self‐construals (relational interdependence) and blood pressure reactivity and recovery from two types of peer stressors (i.e., relational and instrumental) and gender as a moderator of this association. One hundred and ninety‐six early adolescents (M = 10.11 years) reported their relational interdependence and participated in a laboratory stress protocol in which their systolic and diastolic blood pressures before, during, and after experiencing peer stressors were assessed. Results indicated that for males only, those with high relational interdependence showed greater systolic blood pressure reactivity and, at a trend level, impaired recovery from instrumental stressors; females with high relational interdependence showed greater diastolic blood pressure reactivity to relational stressors.     

STRATEGIC DISCLOSURE OF MEANINGFUL INFORMATION TO RIVAL

I study a model of strategic disclosure of a private signal to a rival in the presence of a payoff externality. In the model, two agents forecast the unknown true state of a future period. Specifically, the quality of the signal is also private information. Hence, which quality of signal is revealed for which incentive is the main question of interest. I show that, even when disclosure is costly, the revealing equilibrium, where an agent voluntarily reveals his signal, can exist and it should be a monotone equilibrium. Asymmetry between the penalty for an incorrect forecast and the reward for a correct forecast is a necessary condition for the existence of this revealing equilibrium. If the penalty is larger than the reward, the unique revealing equilibrium is a separating equilibrium, where only the low quality signal is disclosed in order to induce the rival's imitation. On the other hand, if the reward is much larger than the penalty, the unique revealing equilibrium is a pooling equilibrium, where the signal is always revealed in order to induce the rival's deviation. If the reward is not much larger than the penalty, no revealing equilibrium is robust to a costly disclosure. (JEL D81, D82)     

Therapists’ Assessments in Treating “Sex Addiction” and Their Relationship to Clients’ Gender,Relationship Status,and Exclusivity Status

A total of 208 therapists and therapists‐in‐training were surveyed to better understand if clinical assessments and recommendations regarding “sex addiction” changed based upon a client's gender, relationship status, or exclusivity status. Using clinical vignettes, this study examined the clinical assessment and recommendations of licensed mental health providers (n = 92) and mental health providers in‐training (n = 116). Results indicated that professional ratings differed based on relationship exclusivity and gender; specifically, female nonmonogamous behavior was rated more negatively than male nonmonogamous behavior, while male monogamous behavior was rated more negatively than female monogamous behavior. Recommendations for treatment varied, with higher addiction ratings leading to greater odds of recommending individual, group, and community support over relational therapy. Clinical and training implications are discussed. Video abstract accessible by clicking here .     

Parental Modeling and Deidentification in Romantic Relationships Among Mexican‐Origin Youth

This study investigated youth's modeling of and deidentification from parents in romantic relationships using two phases of data from adolescent siblings, mothers, and fathers in 246 Mexican‐origin families. Each parent reported his and her marital satisfaction and conflict, and youth reported on parent–adolescent warmth and conflict at Time 1. Youth's reports of modeling of and deidentification from their mothers and fathers and three romantic relationship outcomes were assessed at Time 2. Findings revealed that higher parental marital satisfaction, lower marital conflict, and higher warmth and lower conflict in parent–adolescent relationships were associated with more modeling and less deidentification from parents. Moreover, higher deidentification was linked to a greater likelihood of youth being involved in a romantic relationship and cohabitation, whereas more modeling was linked to a lower likelihood of cohabitation and older age of first sex. Discussion underscores the importance of assessing parental modeling and deidentification and understanding correlates of these processes.     

Immigrant Occupational Composition and the Earnings of Immigrants and Natives in Germany: Sorting or Devaluation?

In this article, the influence of immigrant occupational composition on the earnings of immigrants and natives in Germany is examined. Using data from the German Socio‐Economic Panel Study and the German Microcensus, several relevant concepts are tested. The notion of quality sorting states that the differences in wages that are associated with the immigrant share within occupations are due only to differences in qualification requirements. Cultural devaluation assumes a negative influence over and above that of quality sorting. The findings indicate that both processes are at work. Additional analyses reveal that the impact of immigrant occupational composition is largely restricted to white‐collar occupations, which underlines the importance of considering historical differences between occupation types in classic migration destinations such as Germany.     

The “sharing” economy: labor,inequality, and social connection on for‐profit platforms

For social analysts, what has come to be called the “sharing economy” raises important questions. After a discussion of history and definitions, we focus on 3 areas of research in the for‐profit segment, also called the platform economy: social connection, conditions for laborers, and inequalities. Although we find that some parts of the platform economy, particularly Airbnb, do foster social connection, there are also ways in which even shared hospitality is becoming more like conventional exchange. With respect to labor conditions, we find they vary across platforms and the degree to which workers are dependent on the platform to meet their basic needs. On inequality, there is mounting evidence that platforms are facilitating person‐to‐person discrimination by race. In addition, platforms are advantaging those who already have human capital or physical assets, in contrast to claims that they provide widespread opportunity or even advantage less privileged individuals.     

Ethnicity and Effectively Maintained Inequality in BC Universities

As Canadian postsecondary systems have expanded they have become more institutionally differentiated. In British Columbia, distinctions are made between research‐intensive universities (RIUs) and teaching‐intensive universities with respect to resources, programming, and perceived prestige value. We employ an effectively maintained inequality framework to examine the role played by ethnicity in the competition for admission to RIUs. Our findings indicate that, together with socioeconomic status and gender, ethnicity is significantly related to RIU attendance rates. Ethnic group differences were particularly marked—Chinese and Korean speakers being most likely and Tagalog speakers least likely to attend an RIU. High school grade point averages and English language proficiency scores moderated only some of these differences, raising questions about the efficacy of competitive admissions policies based solely on academic merit.     

Autocovariance Estimation in Regression with a Discontinuous Signal and m‐Dependent Errors: A Difference‐Based Approach

We discuss a class of difference‐based estimators for the autocovariance in nonparametric regression when the signal is discontinuous and the errors form a stationary m‐dependent process. These estimators circumvent the particularly challenging task of pre‐estimating such an unknown regression function. We provide finite‐sample expressions of their mean squared errors for piecewise constant signals and Gaussian errors. Based on this, we derive biased‐optimized estimates that do not depend on the unknown autocovariance structure. Notably, for positively correlated errors, that part of the variance of our estimators that depend on the signal is minimal as well. Further, we provide sufficient conditions for ‐consistency; this result is extended to piecewise Hölder regression with non‐Gaussian errors. We combine our biased‐optimized autocovariance estimates with a projection‐based approach and derive covariance matrix estimates, a method that is of independent interest. An R package, several simulations and an application to biophysical measurements complement this paper.     

How Leaders Affect Followers’ Work Engagement and Performance: Integrating Leader−Member Exchange and Crossover Theory

Drawing on leader?member exchange and crossover theory, this study examines how leaders’ work engagement can spread to followers, highlighting the role of leader?member exchange as an underlying explanatory process. Specifically, we investigate if leaders who are highly engaged in their work have better relationships with their followers, which in turn can explain elevated employee engagement. For this purpose, we surveyed 511 employees nested in 88 teams and their team leaders in a large service organization. Employees and supervisors provided data in this multi‐source design. Furthermore, we asked the employees to report their annual performance assessment. We tested our model using multilevel path analyses in Mplus. As hypothesized, leaders’ work engagement enhanced leader?member exchange quality, which in turn boosted employee engagement (mediation model). Moreover, employee engagement was positively linked to performance and negatively linked to turnover intentions. As such, our multilevel field study connects the dots between work engagement research and the leadership literature. We identify leaders’ work engagement as a key to positive leader?follower relationships and a means for promoting employee engagement and performance. Promoting work engagement at the managerial level may be a fruitful starting point for fostering an organizational culture of engagement.