Professional development in national organizations: insights from Girls Incorporated

The largest national youth organizations have targeted, comprehensive professional development systems. For one of them, Girls Incorporated, its mission "to inspire all girls to be strong, smart, and bold" drives sophisticated, evaluated professional development for affiliate staff and trustees.     

Jewish disappearing acts and the construction of gender

In this essay I propose to investigate the interarticulation of race/ethnicity and gender at two fin de siècle moments: the conceptualization of the Oedipus complex at the turn of the twentieth century and the conceptualization of gender as performative in contemporary queer theory. Though these gender constructions contrast strikingly with one another-queer theory opposes and calls into question the heteronormativity of the Oedipal itinerary-both theories are produced through the displacement of racial/ethnic difference onto sexual and gender difference. One line of investigation in this essay is to relate their difference to the distinct situations of ethnic in-betweenness in which they were produced. Freud's situation as a Jew undergoing assimilation to Western European customs has been compared to that of the post-colonial subject. Judith Butler's and Eve Kosofsky Sedgwick's theories of queer performativity have been located in a post-assimilationist situation in the U.S. of the 1990s. At both moments a doubling takes place but with a radical shift in perspective. Whereas the post-colonial subject undergoes a psychic splitting in which the point of view of the colonizer predominates and promotes assimilation via mimicry, the post-assimilation subject performatively constructs difference, often by a reverse mimicry that involves identification with a subaltern group. Finally, in both situations the notion of "queer incoherence" is deployed not to negate gay and lesbian specificity, but rather to articulate such specificity as historically emergent, on the verge of definition.     

Donating Time or Money? The Effects of Religiosity and Social Capital on Civic Engagement in Qatar

Few studies have examined the role of religiosity and social capital on civic engagement in the context of a Muslim country. In this paper, we explore the impact of religiosity and social capital on charitable donations and volunteerism in Qatar. Drawing on a nationally representative survey from Qatar, we consider various attitudinal and behavioral measures for capturing religiosity and social capital. The results indicate that, even after controlling for a wide range of demographic variables, behavioral measures have a stronger effect than attitudes. Individuals who regularly perform daily prayers are more likely to donate than those individuals who simply describe themselves as religious. Similarly, individuals who are more active in their neighborhood engagement are more likely to volunteer than those who merely report high levels of social trust. These results suggest that when it comes to the relationship between religiosity, social capital and civic engagement, individual behavior is much more predictive than attitudes alone. We also find that even in the case of Qatar, where citizen wealth has rapidly increased in the last few decades, there is little evidence of substitution effects: citizens do not appear to trade-off or substitute between time and money. Instead, more religious and active citizens are likely to do both.     

Dirty Work,Dirty Resistance: Digital Warfare in the Era of Precarious Labor

This qualitative content analysis of 723 anonymous reviews of 60 Canadian food service employers, posted on RateMyEmployer.ca, explores how digital spaces publically circulate precarious workers’ resistances and management of occupational stigma. We introduce to literature on “dirty work” the concept of socioeconomic hygiene, which identifies a particular kind of social and moral order within which the positions of the subordinated are naturalized between the socially and morally “clean” and “unclean.”     

The <Emphasis Type="Italic">k</Emphasis>-metric dimension

The anti-Ramsey number AR(G, H) is defined to be the maximum number of colors in an edge coloring of G which doesn’t contain any rainbow subgraphs isomorphic to H. It is clear that there is an \(AR(K_{m,n},kK_2)\)-edge-coloring of \(K_{m,n}\) that doesn’t contain any rainbow \(kK_2\). In this paper, we show the uniqueness of this kind of \(AR(K_{m,n},kK_2)\)-edge-coloring of \(K_{m,n}\).     

Employers’ responses to the HIV epidemic in sub‐Saharan Africa: Revisiting the evidence

Do employers have a role to play to support people living with HIV? The literature on sub‐Saharan Africa points to the existence of a positive business case that sees firms as incentivized to provide HIV‐related services to HIV positive workers However, the evidence is narrow and incomplete, with the business case holding for a limited number of formal sector skilled workers, leaving out most people living with HIV. If employers are to play a role, policy‐makers need to create conducive conditions for positive responses, in addition to—not in replacement of—strengthening public healthcare systems.     

Exact and resampling probability values for the Piccarreta nominal–ordinal index of association

Exact, resampling, and Pearson type III permutation methods are provided to compute probability values for Piccarreta's nominal–ordinal index of association. The resampling permutation method provides good approximate probability values based on the proportion of resampled test statistic values equal to or greater than the observed test statistic value.     

'Management Standards' work-related stress in the UK: practical development

Research commissioned for the UK's Health & Safety Executive (HSE) supports the view that a preventative, risk-assessment based approach would be more effective than case-based methods in achieving a nationwide reduction in work-related stress. The background to this approach is described and discussed in a companion paper in this issue (Mackay, Cousins, Kelly, Lee, & McCaig, 2004). The present paper describes the development of HSE's new stress Management Standards—which offer organizations continuous improvement through a three-phase stress preventative process—and the development of a supporting 'Indicator Tool' (a two-phase questionnaire to assess employee perceptions of working conditions). The Management Standards comprise a series of 'states to be achieved', which are statements of good practice in six key stressor areas: demands, control, support, relationships, role and organizational change. For each stressor area there is also a 'platform statement' that outlines the main aims to be achieved by the organization. This statement may include a target percentage of employees finding that the organization meets the standard: this matter will be settled after the standards have been assessed in a public consultation campaign. To use the new process, an organization's state can first be assessed using the Indicator Tool; liaising with workers in focus groups enables a further exploration of issues raised; finally, there may be formulation of interventions and subsequent review. It is not intended that the standards will be legally enforceable. HSE's aim is that they and the associated methodology will enable organizations to effectively tackle work-related stress, and subsequently reduce both its incidence and prevalence.