Child Poverty Among Racial Minorities and Immigrants: Explaining Trends and Differentials*

Objective. This article examines the effects of changing family structure (including cohabitation) and maternal employment during the 1990s on child poverty rates across America's diverse racial and ethnic groups. Unlike most previous studies focused on broad pan‐ethnic groups, our analyses examine children distinguished by race/ethnicity, immigrant generation, and national origin (e.g., Mexican, Japanese, Middle Eastern, among others). Methods. The analyses, using methods of demographic standardization, are based on data from the 1990 and 2000 Public Use Microdata Samples of the U.S. Decennial Censuses. Results. Child poverty rates declined broadly across population groups in the 1990s. Increasing maternal employment during the 1990s, rather than changing family structure, accounted for the largest share (nearly 40 percent) of the recent decline in child poverty rates. Changes in family structure played a minor role in reducing child poverty for most of the 25 groups considered in this article. Differences in family structure accounted for a large part of observed child poverty differences between minority groups. Conclusions. Rapid increases in maternal employment during the 1990s provided a hedge against rising child poverty and a route to economic self‐sufficiency for growing shares of single mothers and their children.     

Chinese Children Among the Poor: Comparing U.S. Natives with Immigrants from Taiwan, Mainland China, and Hong Kong

Research on Chinese Americans often centers on successful economic incorporation in American society (e.g., “model minority”). Unfortunately, previous research has overlooked the changing economic circumstances of native- and foreign-born Chinese children, despite the fact that Chinese children living in America are diverse in socioeconomic status and geographic origin. In this paper, we use data from the 1990 and 2000 censuses to compare levels and changes in child poverty rates among U.S.-born Chinese and immigrants from Taiwan, Mainland China, and Hong Kong, and to investigate how changes in maternal employment and family structure (including cohabitation) contributed to the decline in poverty rates in the 1990s. Compared to other Asian Americans and non-Asians, Chinese children in the U.S. are less likely to live in poverty, thanks in part to more married-couple families and higher levels of maternal employment. Yet, child poverty rates vary among Chinese American subpopulations—being lowest for children of U.S.-born Chinese and highest for children of mainland-born Chinese. In addition, we find that poverty among U.S.-born and Taiwan-born Chinese would have been even lower had their rates of divorce and cohabitation had been similar to those for mainland-born and Hong Kong-born Chinese.     

Group Incentives and Performance: A Study of Spontaneous Goal Setting, Goal Choice and Commitment

Building on previous results at the individual level, this study tested the differential effects of three forms of group incentives on aspects of group goal setting, and group performance. Relationships among group incentives, spontaneous goal setting, chosen group goal level, goal commitment, and group performance were examined. Results indicate that placing pay at risk increased the level of spontaneous group goal setting. Also, groups with the most pay at risk chose higher goals. For these groups, chosen group goal level mediated the group incentives-group performance relationship.     

Building the Complementary Board. The Work of the Plc Chairman

This article addresses the critical issue of board effectiveness, and in particular the conditions under which chairmen as well as other non-executives can make an effective and positive contribution to the strategic direction and control of companies. It is informed by qualitative interview-based research with chairmen, chief executives and non-executive directors in major UK companies which focused on the now typically separate role and work of the company chairman. The article argues that in the governance debate too much attention has been given to issues of board structure and composition to the neglect of issues related to the knowledge and motives of individual non-executives, and how their energies are combined in processes of board accountability. Drawing upon directors’ experiences, the article examines the bases that underpin and the positive potential of what are termed ‘complementary’ board relationships, through which a chairman can contribute directly to the performance of the chief executive, as well as create the conditions for other non-executives to contribute to the performance of the executive team. The article also explores the negative dynamics of what are termed ‘complimentary’ relationships between executives and non-executive directors and how these sometimes inadvertently come to weaken board accountability and create the conditions for an external crisis of confidence.     

Recruitment on the Net: How Do Organizational Web Site Characteristics Influence Applicant Attraction?

The use of organizational web sites for recruitment has become increasingly common. Despite their widespread growth, however, little is known about how these web sites influence recruitment outcomes. In the current paper, we present a model that explicates how job seekers interact with and respond to web site characteristics to predict various job seeker attitudes and behaviors. We suggest that job seekers are initially affected by the facade of a web site, comprised of the web site’s aesthetic and playfulness features. Coupled with system features of the web site, these initial affective reactions then influence perceptions of the usability of the web site. Perceptions of usability and affective reactions work through two key mediating constructs, job seeker search behavior and web site attitude, to ultimately predict applicant attraction. Throughout the paper we present a series of testable propositions that should serve to guide future research.     

A Framework for Practising Knowledge Management

The management of an intangible asset such as knowledge is beset with complex and theoretical concepts. This paper sets out a matrix that describes four approaches to Knowledge Management based on whether it is in an organisational or an individual context, and whether knowledge management is imposed or empowered by managerial approaches. It explores the validity of the framework through an analysis of ongoing management projects at seven organisations.     

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.