Measuring the health patterns of the ‘mixed/multiple’ ethnic group in Britain: data quality problems,reporting issues,and implications for policy

The ‘mixed’ group, officially recognised in the 2001 Census, is one of the most rapidly growing ethnic groups in Britain. Although ‘mixed’ categorisation was added to ethnic coding in NHS datasets, our knowledge of health patterns for this population is meagre. Data quality problems remain a key obstacle, including poor reproducibility of the data and constraints on reporting due to sparse data bias. The consequent minimal and indicative evidence base has focused mainly on risky health behaviours, mental health and generic measures of self-rated health, as it has in the U.S.A. and Canada. There is negligible information on the main underlying causes of death, such as neoplasms, heart disease and stroke. Consideration should be given to pooling data across multiple years of health and general purpose surveys to enable reporting for the four ‘mixed’ categories and adjustment for mediating factors and relevant confounders, such as measures of socio-economic status.     

Occupational Engagement and Academic Major Satisfaction: Vocational Identity's Mediating Role

This study examined vocational identity as a mediator of the relationship between occupational engagement (i.e., participation in a breadth of activities and interactions) and academic major satisfaction. Furthermore, the authors evaluated whether satisfaction with academic major related to academic success (i.e., grade point average). The mediational model was tested in a sample of undergraduate students (N = 215). Results indicated that occupational engagement significantly predicted academic major satisfaction and that vocational identity fully mediated that relationship. These findings support occupational engagement as an important contributor to adaptive career decision making and encourage research on occupational engagement as an intervention point for career counselors.     

The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

We use organizational justice theory to examine how perceptions of fairness affect the decision‐making process of line managers. In‐depth interviews were conducted with 35 Irish managers to explore how managers make organizational allocation decisions in cases where it is impractical to offer work–life balance accommodations to all employees. The findings suggest that firstly, managers construct the ‘life’ aspect of work–life balance within a heteronormative framework, where the emphasis is on caregiving and most usually parenting. Secondly, managers actively use their decision‐making powers around both formal and informal work–life balance supports to minimize injustice within their departments. By bringing together ideas about organizational justice and managerial decision‐making, we indicate how managers determine fairness through a decision‐making process narrowed by embedded gender role beliefs. Implications for future research and practice are discussed.     

Is the web a promising tool for data collection in developing countries? An analysis of the sample bias of 10 web and face-to-face surveys from Africa,Asia, and South America

Whereas the sample composition biases of web surveys have been discussed extensively for developed countries, studies for developing countries are scarce. This article helps to fill that gap by comparing similar non-probability-based web surveys (WEB) and probability-based face-to-face (F2F) surveys both to each other and to the labor force. An analysis of WageIndicator data on work and wages derived from surveys held in 2009–2013 in 10 developing countries (WEB-sample N = 9135; F2F-sample N = 14,659), shows that F2F samples resemble the labor force to a larger extent than web samples do. In both cases, individuals in their 20s and early 30s are overrepresented, and younger and older respondents are underrepresented. This trend is more pronounced in WEB than in F2F samples. However, the differences converge in countries with higher Internet usage. A comparison of the WEB and F2F samples shows that compositions differ greatly, with web respondents being younger, more often male, more often living alone, and higher educated, although these differences are smaller in countries with higher Internet usage. Given the cost differences between the two survey modes, one should nevertheless consider the potential of web surveys as an instrument to gain explorative insights, specifically when searching for individuals with particular characteristics.     

随机模糊折现现金流融资决策模型建立及求解

企业未来投资收益既具有随机性又表现出一定的模糊性,而将未来单位资本投资收益率定义为随机模糊变量,按照企业发展的特点将其分为低、中、高三个阶段,并在随机模糊环境下建立了融资决策模型,最后利用基于随机模糊模拟的SPSA算法对模型进行求解,结合算例对算法的有效性进行了解释。     

入境旅游市场需要引导消费——以嵩山少林寺为例

从“旅游消费心理”和“旅游环境”两个方面分析旅游消费者的决策心理和郑州市旅游业的资源条件及发展现状。依据知觉、动机、决策等心理学理论,对入境旅游市场的吸引力和少林禅宗文化的影响力进行分析,提出以嵩山少林寺为重点,突出专题旅游资源,抓住龙头打造中原旅游精品,引导旅游消费的基本对策。     

Racial/Ethnic Minority Community College Students' Critical Consciousness and Social Cognitive Career Outcomes

A need exists to better understand how racial/ethnic minority students' critical consciousness development in response to marginalization may be involved in their educational and career development. We therefore examined the link between critical consciousness development and career decision self-efficacy and career outcome expectations among racial/ethnic minority community college students. Following social cognitive career theory's conceptual pillars, we developed a testable model integrating critical consciousness and social cognitive variables. This model was tested with 135 racially and ethnically diverse community college students. Data analysis included path analyses and tests of model fit using structural equation modeling. Results suggested that (a) higher critical agency is linked to higher career decision self-efficacy and outcome expectations and (b) critical action and reflection have a bidirectional link and predict higher critical agency. Implications for research and practice aiming to close educational and career gaps among racial/ethnic minorities are discussed.     

The Limits of Black Politics in the Post–Civil Rights Era

Pluralist theorists have long contended that to exercise power and influence in the American political system, blacks should come together like any other organized interest group, form coalitions with other like-minded people (white liberals), and advocate for policy reforms. Beginning during the “Black Power” era, the goal of putting black faces in high places to help address black concerns became a driving force in black politics. The deteriorating social and economic status of many in the black community, however, has not been prevented by either the political incorporation of more than 11,000 black elected officials or even the election of the nation’s first black president. This article will show how the inherent limitations of the pluralist interest-group strategy and a growing white backlash fueled by an awareness of changing demographics in the country has spawned an economic and political crisis in black America.     

Linearity,symmetry, and equidistance in semantic differential scales for measuring images of self and images of others

ABSTRACT

Violations of linearity, symmetry, and equidistance of scale points in semantic differential scales may be due to respondents failing to figure out antonyms, to a positivity bias, or to respondents curtailing their reading the options. Multiple correspondence analysis on data provided by a randomized between-subjects experiment (split-ballot), using a web survey of 537 German residents, shows that bipolar semantic differential scales allow for linear measurement and conceal no positivity bias, and that using not suitable adjective pairs in semantic differential scales destroys symmetry.     

Employees’ prosocial behavioral intentions through empowerment in CSR decision-making

This study theorizes and empirically tests a conceptual framework to understand how a company can better motivate its employees to carry out persistent prosocial behavior and develop positive organization-employee relationships through corporate social responsibility (CSR) involvement. A managerial approach, employee participative decision making in CSR, is examined for its impact on the prosocial behavioral outcome among employees and the relational outcome for the organization. Furthermore, a psychological mechanism that emphasizes employees’ perceived need satisfaction is examined as the underlying explanation that drives the effectiveness of the managerial approach. The study results support that empowering employees to co-construct CSR decisions with top management is effective in satisfying employees’ basic psychological needs for autonomy, competence, and relatedness. This in turn increases the employees’ intention to maintain long-lasting involvement in CSR and improves their relationships with the company. This study provides important implications for public relations professionals and organizational leaders on how to improve their internal CSR communication and involvement practice and cultivate desirable organization-employee relationships.