Maternal Age,Psychological Maturity,Parenting Cognitions,and Mother–Infant Interaction

In the context of the trend toward delayed childbearing, the aim of this study was to examine relations among maternal age and the quality of maternal interactive behavior at 7 months assessed using sensitivity and mind‐mindedness, while also considering whether age effects were attributable to psychological maturity and parenting cognitions. Participants were 150 Australian mothers (mean age 33‐years) and their firstborn infants who were participating in a prospective study of parenthood. Path analysis showed maternal age had both direct and indirect associations with maternal interactive behavior. Older mothers made more mind‐related comments to their infants. They were also more sensitive; however, this effect was indirect and explained by greater psychological maturity (hardiness) and a more internal locus of control with regard to parenting. Results suggest that older maternal age may confer some benefits in terms of responsive parenting in infancy.     

Ethnic differences in the labour market: a comparison of the samples of anonymized records and Labour Force Survey

The public use sample from the 1991 UK census makes it possible to conduct individual level analyses of ethnic minorities' educational and occupational attainments. Unfortunately, however, the census asked only about higher level qualifications obtained after reaching 18 years of age. A comparison with the Labour Force Surveys (LFSs) shows that the census gives in some respects a misleading impression of qualifications among the first-generation members of ethnic minorities: the LFS data show that ethnic minorities tend to be more polarized in their qualifications than the British-born whites, with relatively large proportions at the two extremes, either with degrees or with no qualifications at all. It follows that the census's treatment of qualifications may tend to exaggerate the scale of disadvantage of ethnic minorities in the labour market, and particularly in access to the salariat where qualifications play a particularly large role in recruitment. Regression analyses of sample of anonymized records and LFS data confirm these expectations although they indicate that the results of the census are not seriously misleading as regards the pattern of ethnic disadvantages in the competition to avoid unemployment. The LFS data also confirm earlier findings that the ethnic penalties are in general of similar magnitude among the second generation to those among the first generation, despite the substantial equalization of educational experience that has taken place. There is some evidence that disadvantages in access to the salariat may have been reduced, but this is counterbalanced by the evidence that disadvantages in the avoidance of unemployment may have deteriorated.     

Challenges for Divorced Parents: Regulating Negative Emotions in Post‐Divorce Relationships

Emotion regulation processes in post‐divorce parental relationships are analysed using thematic qualitative analysis. In two separate interview episodes, three and five years post‐divorce, 55 people were interviewed: 10 couples and 35 individuals. Two themes emerged on how parents deal with their negative emotions after divorce. The first theme, emotion regulation flexibility, reveals how some parents effectively regulate negative emotions following the divorce. The second theme, emotion regulation rigidity, reveals that other parents retain feelings of anger, hostility, and resentment following the divorce as a consequence of dysfunctional emotion regulation strategies. This allows a deeper understanding of the processes of emotion regulation in family conflict, which may be easily applied in most therapeutic orientations.     

Workplace discrimination and traumatic brain injury: the national EEOC ADA research project

Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with traumatic brain injury is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with traumatic brain injury and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the outcome or resolution of the investigations. Findings indicate that persons with traumatic brain injury were more likely to encounter discrimination after obtaining employment as opposed to during the hiring process. They were also more likely to encounter discrimination when they were younger or Caucasian or when employed in the Midwestern or Western United States. Implications are addressed.     

Workplace discrimination and cumulative trauma disorders: the national EEOC ADA research project

Employment discrimination of persons with cumulative trauma disorders (CTDs) was explored using the Integrated Mission System dataset of the US Equal Employment Opportunity Commission. Demographic characteristics and merit resolutions of the Charging Parties (persons with CTD) were compared to individuals experiencing other physical, sensory and neurological impairments. Factors compared also included industry designation, geographic region, and size of Respondents against which allegations were filed. Persons with CTD had proportionately greater allegations among large Respondents (greater than 500 workers) engaged in manufacturing, utilities, transportation, finance insurance and real estate. The types of discrimination Issues that were proportionately greater in the CTD group included layoff, failure to reinstate, and failure to provide reasonable accommodation. The CTD group was significantly less likely than the comparison group to be involved in discrimination Issues such as assignment to less desirable duty, shift or work location; demotion; termination, or failure to hire or provide training. Persons with CTD had higher proportions of merit Resolutions where allegations were voluntarily withdrawn by the Charging Party with benefits.     

Workplace discrimination, deafness and hearing impairment: the national EEOC ADA research project

Data compiled by the US Equal Employment Opportunity Commission (EEOC), in its Integrated Mission System, provide documentation regarding the employment discrimination experience of Americans who are deaf or hard of hearing. This paper presents an analysis of 8,936 allegations filed by persons with hearing impairment and closed by EEOC between July 26, 1992 and September 30, 2003, as compared to 165,674 allegations filed by individuals with other physical or sensory disabilities. The investigators compare and contrast demographic characteristics of Charging Parties, characteristics of Respondents, the nature of allegations, and the outcomes of the allegations in order to illustrate how these variables differ between the two groups, herein referred to as HEARING (deaf, hard of hearing, or other hearing impairment) and GENDIS (general disability). Most allegations derived from both groups were filed against larger Respondents (those with 500+ workers). The most common allegation issues in the HEARING group involved matters of discharge, reasonable accommodation, and hiring. Outcomes derived from HEARING allegations were more likely to result in merit resolutions when compared to GENDIS, by a 25% to 21% margin.     

An overview of the national EEOC ADA research project

The authors outline the development and scope of the National EEOC ADA Research Project which resulted from a cooperative agreement between the Equal Employment Opportunity Commission and Virginia Commonwealth University. Research questions, the EEOC database, extraction of study data, limitations of the data, the organization of research teams, and the contents of this special issue of WORK are described.     

Youth,presence and agency: the case of Kigali’s motari

This paper concerns young men who drive motorcycle taxis in Kigali, the capital city of Rwanda. Through an ethnographic account of the livelihoods of these motari, it seeks to account for their continued presence in a city whose authorities are openly hostile to their business, yet in which they remain a significant social force. I argue that it is not either by the exercise of ‘agency’ that motari achieve a social presence in Kigali, but through the social relations in which they are engaged. These relations immobilise them and effectively prevent them from mounting any concerted political challenge to hostile city authorities. However, I suggest that this lack of agency is one reason for their significance, since it makes them available as a resource for the schemes of others. I use this case study to argue for a rethinking of the notion of agency in the anthropology of youth. Rather than celebrating autonomous action or the creative, subversive play of the young, I propose instead a relational understanding in which the capacities and opportunities presented by groups of people in social relations grounds their social significance. It may be the very fact of young people’s domination that makes them socially significant.