I Love What I Do,But… A Relationship Management Survey of Millennial Generation Public Relations Agency Employees

Millennials, those born in 1982 or later, represent the largest and most racially diverse generation, as well as the fastest-growing segment of the workforce. They have been characterized in the popular press as being entitled and lacking a strong work ethic. Millennial agency practitioners were surveyed to determine how they rate their relationships with their employers. We also explored the role of gender, ethnicity, and sexual orientation. We asked respondents to identify the stresses they experience in those relationships and to suggest ways in which their employers could improve relations. We find that respondents love what they do, but…     

Women's Schooling and Other Ecocultural Shifts: A Longitudinal Study of Historical Change Among the Zinacantec Maya

Women's schooling has been lauded as having a large, important impact on child socialization. Although there may be positive effects of schooling, there may also be effects from concomitant cultural changes that come with modernization. In this article we examine the findings that changes in textile production among the Zinacantec Maya over the past several decades have been coordinated with several cultural changes, including increased schooling for women, involvement in a growing commercial economy, and television. Understanding these various changes leads to a more nuanced picture of the effects of cultural change on women's activities. Our findings indicate that research on globalization and social change should consider multiple possible effects on cultural practices.     

Embracing inclusive excellence: Asian and Asian American college students

ABSTRACT

This study aims to understand the importance of embracing and promoting inclusiveness in higher education as a path to academic excellence. As student populations become increasingly diverse and higher education faces significant challenges at home and abroad, cultural competence – understanding the specific culture, language, social, and economic status of people-, becomes more important than ever before because a sense of belonging is essential for students. This study is to re-envision diversity and practice our commitment to inclusive excellence-both preparing students with a quality learning opportunity and facilitating a sense of belonging by providing an embracing environment on campus.     

Gender and Exploitation: Resources,Structure, and Rewards in Cross-Sex Social Exchange

Abstract

The effects of resources imbalance on reward allocation strategies are studied in 136 mixed-sex dyads to determine the extent to which the allocator rewards his or her partner on an equal basis with self. Three predictions are tested: (1) Subjects with a resource advantage will reward themselves more so than they will reward their partners; (2) Subjects with a resource advantage in a certain (versus uncertain) structural situation will reward self and other more equally than subjects with a resource advantage in an uncertain situation will; and (3) females with a resource advantage will reward self and other more equally than males with a resource advantage will Clear-cut support is observed for the first prediction only. Other results reveal significant interaction effects between structural condition and gender of allocator. Prediction 2 is supported for males only while Prediction 3 holds only for the uncertain structural condition. The discussion focuses on the importance of social structural conditions for explaining similarities and differences in the allocational behavior of men and women toward each other in social exchange relations.     

Seasonality and Flexible Labor in Resorts: Organizations,Employees, and Local Labor Markets

Seasonality, a chronic problem in the resort industry, is addressed in this seven-year participant observation and in-depth interview study of five Hawaiian resorts contiguously arrayed along a sandy beachfront strip. In order to operate profitably, these organizations must keep their labor costs trimmed as they move through annual cyclical fluctuations that place different labor demands on each department. We examine their use of various kinds of "flexible" employees, including both seasonally contingent and adaptable full-time workers. We examine the way these organizations expand and constrict their labor force annually. Studies of contingency labor have shown the benefits of this solution for organizations but have ignored the effects of labor flexibility on employees and local labor markets. In this article we take this broader view, looking at the integration of organizations, employees, and local labor markets and the way their interplay is forged in symbiotic and exploitive ways to maintain a system of human resources that reinforces a stratified social relations of production.     

Lesbian and Gay Elders and Long-Term Care: Identifying the Unique Psychosocial Perspectives and Challenges

This qualitative study of lesbian and gay elders seeks to identify the psychosocial challenges this community faces regarding long-term care. Two focus groups were conducted among 16 gay elders in community and long-term care settings. Participants reported fear of being rejected or neglected by healthcare providers, particularly personal care aides; fear of not being accepted and respected by other residents; fear of having to go back into the closet if placed in long-term care; and a preference for gay-friendly care. Participants suggested staff training to promote acceptance and respect for gay people, and favorably perceived gay-specific and gay-friendly living arrangements.     

COI Policies: Tax Dollars Should Not Be Used to Fund U.S. Institutions Not Making the Grade

Over two billion dollars was awarded by the U.S. Department of Health and Human Services (HHS) in research funding from 2010 to March 2012 to institutions receiving a grade of “C,” “D,” or “F” on their conflict of interest policies, as determined by the American Medical Student Association's scorecard on conflict of interest policies. More institutional oversight is needed with regard to assuring conflict of interest policies at U.S. research institutions are adequate. As stewards of public funds, HHS should require a minimum standard which institutional conflict of interest policies should meet, beyond current regulatory requirements, before granting funding.     

A qualitative study of intimate partner violence universal screening by family therapy interns: implications for practice, research, training, and supervision

Although a few family therapy researchers and clinicians have urged universal screening for intimate partner violence (IPV), how screening is implemented-and, in particular, client and therapist response to screening-is vaguely defined and largely untested. This qualitative study examined the dilemmas experienced by couples and family therapy interns when implementing universal screening for IPV in an outpatient clinic setting. Twenty-two graduate students in a COAMFTE-accredited program were interviewed using qualitative research methods grounded in phenomenology. Three domains, 7 main themes, and 26 subthemes were identified. The three domains that emerged in this study include (a) therapist practice of universal screening, (b) client response to universal screening, and (c) therapist response to universal screening. Implications for practice, research, training, and supervision are discussed.