Identity Development in a Transracial Environment: Racial/Ethnic Minority Adoptees in Minnesota

It has been argued that transracially adopted children have increased risk of problems related to self-esteem and ethnic identity development. We evaluated this hypothesis across four groups of transracial adoptees: Asian (n = 427), Latino (n = 28), Black (n = 6), mixed/other (n = 20), and same-race White adoptees (n = 126) from 357 adoptive families. No mean differences were found in adoptees’ ratings of affect about adoption or of curiosity about birth parents. Some differences were found in general identity development and adjustment. There were notable differences in communication about race/ethnicity across groups and between parent and child report.     

Social Responsibility,Substance Use,and Sexual Risk Behavior in Men Who Have Sex With Men

Considerable public health literature focuses on relationships between problematic human characteristics (e.g., psychopathology) and unhealthy behaviors. A recent movement termed positive psychology emphasizes the advantages of assessing relationships between human strengths (e.g., altruism) and beneficial health behaviors. The present study assessed social responsibility, an orientation to help or protect others even when there is nothing to be gained as an individual, and its relationship to HIV-relevant behaviors. In our sample of 350 men who have sex with men (MSM), social responsibility was negatively correlated with substance use and HIV risk behaviors. Men who had been tested for HIV and knew their HIV status—a behavior that helps men protect their partners but does not protect themselves from the virus—also scored higher in social responsibility. Interventions designed to reduce HIV risk behavior in MSM may benefit from efforts to promote human strengths.     

Joint Beliefs in Conflictual Coordination Games

The traditional solution concept for noncooperative game theory is the Nash equilibrium, which contains an implicit assumption that players probability distributions satisfy t probabilistic independence. However, in games with more than two players, relaxing this assumption results in a more general equilibrium concept based on joint beliefs (Vanderschraaf, 1995). This article explores the implications of this joint-beliefs equilibrium concept for two kinds of conflictual coordination games: crisis bargaining and public goods provision. We find that, using updating consistent with Bayes rule, players beliefs converge to equilibria in joint beliefs which do not satisfy probabilistic independence. In addition, joint beliefs greatly expand the set of mixed equilibria. On the face of it, allowing for joint beliefs might be expected to increase the prospects for coordination. However, we show that if players use joint beliefs, which may be more likely as the number of players increases, then the prospects for coordination in these games declines vis-à-vis independent beliefs.     

Cultural Sociology and Other Disciplines: Interdisciplinarity in the Cultural Sciences

The subject of this article is the relationship between cultural sociology and approaches to culture in other social science disciplines. What are the characteristics of the theoretical environment, in which cultural sociology is operating? The article begins by reviewing the literature on interdisciplinarity. Many authors argue that interdisciplinarity is increasing or should be increasing, but the general consensus is that disciplinary isolation is the norm. From this perspective, the relationships between disciplines can be understood in terms of trading zones, in which fields in different disciplines have little in common, theoretically, or empirically. Interdisciplinary communication in ‘trading zones’ requires that participants laboriously construct a set of terms that permits them to exchange ideas. Alternatively, I propose that clusters of fields in different disciplines are linked by free-floating paradigms. Participants in disciplines that share ‘free-floating paradigms’ are able to communicate with one another more readily. The article presents evidence for the second interpretation, drawn from survey articles in disciplinary handbooks. Disciplines and fields in which the study of culture draws from the same pool of paradigms and models and shares a set of lines of inquiry with cultural sociology include traditional disciplines, such as anthropology, communication, geography, history and psychology, and interdisciplinary fields, such as cultural studies, communication, feminist theory, material culture, science studies, and visual culture. Interdisciplinary fields – particularly cultural studies – perform an important role in diffusing paradigms across disciplinary boundaries. Free-floating paradigms are associated with the work of major theorists, such as Lévi-Strauss, Barthes, Foucault, Bourdieu, Lyotard, Baudrillard, Clifford Geertz, Bruno Latour, Adorno, Gramsci, and Habermas.     

‘Belonging’ and ‘Otherness’: Sex Equality in Banking in Turkey and Britain

The struggle for sex equality at work has largely been achieved in the developed world, it is claimed. The number of well‐qualified young women entering white‐collar employment and achieving promotion to first‐line and middle management positions now matches or exceeds their male peers. Many young women have high career aspirations and argue that sex discrimination no longer exists. However, this perception is over‐optimistic. Major sex inequalities persist at senior management level in the salaries and benefits offered to female and male staff and in access to certain favoured occupations and sectors of employment. Questionnaires, interviews and documentary evidence from three Turkish and six British banks and high street financial organizations showed that their claimed commitment to equal opportunities by sex was not matched by their practices. Members of managerial elites (who were almost exclusively male) held firm views about the characteristics of ‘the ideal worker’, which informed organizational ideologies, including human resource policies and practices concerning recruitment and promotion. They also permeated organizational cultures, which affected employees’ working practices and experiences. The outcome of these internal negotiation processes was to differentiate between a favoured group of staff seen as fully committed to the companies’ values, who were promoted and rewarded, and an ‘out’ group, whose members were denied these privileges. This distinction between ‘belonging’ and ‘otherness’ is gendered not only along the traditional lines of class, age, sexual orientation, religion and physical ability, but also along the new dimensions of marriage, networking, safety, mobility and space. Despite local and cross‐cultural differences in the significance of these factors, the cumulative disadvantage suffered by women staff seeking career development in the industry was remarkably similar.