(Im)mobility: regional population structures in Aboriginal Australia

The socio‐cultural factors underlying contemporary Aboriginal settlement and mobility patterns are invisible to the categorisations that underpin both demographic modelling and policy that relies on that modelling. Taking the Yolngu people of north east Arnhem Land as a case study, this paper elaborates an anchored network model consisting of three tiers—an ontologically prior ancestral geography, with its associated contemporary settlements, to which kin‐based networks are anchored by nodal individuals. While the content of each tier may vary across the continent, this model can potentially be applied wherever Aboriginal Australians continue to live in kin‐based social universes. It is argued that constructing a ‘recognition space’ between conventional demographic categories and Aboriginal categorisations of their socio‐spatial universes would lead to more informed policy‐making on the part of government. Such policies would take account of the aspirations of Aboriginal people rather than imposing upon them the state's aspirations for them.     

Are Self‐Service Customers Satisfied or Stuck?

This paper investigates the impact of self‐service technology (SST) usage on customer satisfaction and retention. Specifically, we disentangle the distinct effects of satisfaction and switching costs as drivers of retention among self‐service customers. Our empirical analysis examines 26,924 multi‐channel customers of a nationwide retail bank. We track each customer's channel usage, overall satisfaction, and retention over a 1‐year period. We find that, relative to face‐to‐face service, customers who use self‐service channels for a greater proportion of their transactions are either no more satisfied, or less satisfied with the service they receive, depending on the channel. However, we also find that these same customers are predictably less likely to defect to a competitor if they are heavily reliant on self‐service channels characterized by high switching costs. Through a mediation model, we demonstrate that, when self‐service usage promotes retention, it does so in a way that is consistent with switching costs. As a robustness check, we examine the behavior of channel enthusiasts, who concentrate transactions among specific channels. Relative to more diversified customers, we find that self‐service enthusiasts in low switching cost channels defect with greater frequency, while self‐service enthusiasts in high switching cost channels are retained with greater frequency.     

Pilot test of a home-based program to prevent perceived insufficient milk

Problem

Although the World Health Organization and American Academy of Pediatrics recommend exclusive breastfeeding for the first six months, only 22% of U.S. mothers do so. Mothers’ perceived insufficient milk (PIM) is the primary reason for breastfeeding discontinuation globally. There are two changeable causes of PIM: (1) mothers’ misinterpretation of their infant’s behavior, and (2) mothers’ lack of confidence in their ability to breastfeed.

Social Action Research and the Commission on Community Interrelations

The Commission on Community Interrelations (CCI) was officially launched in 1945 by the American Jewish Congress (AJC) with Kurt Lewin as its chief consultant. Its intent was to bring research to bear on religious and racial discrimination. Espousing the ideals of democratic social engineering, CCI's action research projects aimed for scientific credibility and social utility. This article examines CCI's development from 1944 to 1952. By the early 1950s, changes within the AJC and in local communities and increased legal and mass protest strategies for racial justice as well as changes within social psychology as a subdiscipline challenged the viability of CCI's action research programs.     

幸运却无法幸福的倔强骨头

“我将以我的命运爱你”，这曾经是我的爱情信条，因为在我看来，没有一种生活会比与人同甘苦、共命运更为崇高、更有价值。但现在发现，我只能以我的命运爱自己，只能与我自己共命运。     

Gender roles,marriage, and residential independence

This article examines the effects of gender role attitudes on leaving home for marriage and for unmarried independence among young men and women in the United States in the 1980s. The choice to leave home for unmarried independence is associated with two major changes in family relationships: the shift in parent-child interaction from a traditional emphasis on children's obedience toward a greater stress on independence, and the shift toward more egalitarian definitions of gender roles in both work and family spheres. We ask the following: What is the effect of holding more modern gender role attitudes on gender differences in leaving home for marriage? Does holding more modern gender role attitudes influence patterns of leaving home for marriage and for unmarried independence differently for men and women? We examine these questions with data from sophomores in the High School and Beyond Survey.     

The ‘Feminization’ of Management? Issues of ‘Sameness’ and ‘Difference’ in the Roles and Experiences of Female and Male Retail Managers

Explanations of women’s poor representation in senior management usually emphasize differences between women and men managers’ experiences, circumstances and aspirations, and the gendered character of organizational structures and processes. Whilst these may all disadvantage women, some writers have suggested recently that women managers may differ in style and orientation in ways particularly appropriate for today’s developing organizations. This paper explores issues of ‘sameness’ and ‘difference’ between women and men managers in retailing. Whilst both male and female store managers wanted to downplay gender differences and adopt a ‘gender neutral’ approach, they also associated a number of advantages and disadvantages with being a woman manager in certain contexts. Rapid sectoral change had caused companies to reassess the desired attributes and competences of managers; associated both with an enhanced valuing of ‘feminine’ qualities and with a more ‘objective’ and ‘clinical’ approach to assessment. Despite their equal numbers at entry points women remained poorly represented at senior levels, suggesting that subjective and informal processes were important determinants of women and men’s progress. Given management is inherently a process enacted by individual managers within a social context the extent to which it can be conceived in gender neutral terms is questioned since individuals are inevitably discussed and identified in terms of their gender.