Young Male Street Workers: Life Histories and Current Experiences

The current study aims to reveal the experiences of young malestreet prostitutes in Israel, providing a stage for the voiceof this marginal group to be heard, as we believe youth workersneed to know more about these young people’s lives beforewe can offer meaningful responses. The study was guided by twomain questions: (1) What accounts do young men who work as prostitutesprovide for their involvement in the sex industry? and (2) Whatare their experiences as young males engaged in prostitution?Using the life story interview and thematic analysis, four mainthemes were revealed: (a) a life-long path to prostitution;(b) entering prostitution; (c) interpersonal encounters whileengaging in prostitution; and (d) the consequences of workingin prostitution. The results highlight the lack of meaningfulinterpersonal relationships in the lives of these young men.Practical recommendations are made to better inform youth workersassisting this high-risk population.     

Divorced mothers' self‐perception of their divorce‐related communication with their children

This is a qualitative study of divorce‐related communication between mothers and children, as recounted by 20 Jewish Israeli mothers. We adopt the communication privacy management theory, focusing on mothers' subjective experiences of communication, their management of dialectic tension between concealment and disclosure – namely, not only what mothers choose to disclose to and hide from their children, but also the feelings, concerns and perceptions that drove their communication. The mothers' reports convey the challenges and dilemmas they faced when communicating with their children about their divorce and its repercussions; the main one being their obligation to maintain a good father image and their wish to preserve a strong maternal figure. The ‘child's well‐being’ was the dominant criterion in the mothers' decision to reveal or conceal divorce‐related information. Clinical suggestions are made.     

Does valuing androgyny and femininity lead to a female advantage? The relationship between gender-role,transformational leadership and identification

The notion of ‘think manager–think male’ has been demonstrated in many studies. The current study examines whether leaders are perceived as more effective when they have ‘feminine’, ‘masculine’ or ‘androgynous’ characteristics, and how this relates to the leader's and followers' sex. Using carefully matched samples of 930 employees of 76 bank managers, we studied the relationship between managers' gender-role identity (perceived ‘femininity’, ‘masculinity’ and ‘androgyny’) and how this relates to leadership effectiveness in terms of transformational leadership and personal identification with the leader. Our findings show that among both male and female leaders, ‘androgyny’ was more strongly related to transformational leadership and followers' identification than ‘non-androgyny’, and that leaders' ‘femininity’ was more strongly related to leadership effectiveness than ‘masculinity’. Furthermore, the results show that women paid a higher penalty for not being perceived as ‘androgynous’ (mixing ‘femininity’ and ‘masculinity’), in comparison to men with regard to personal identification. When examining same- versus cross-sex relationships, we found that ‘non-androgynous’ male managers were rated higher by their male employees than by their female employees. Our findings suggest that women and men who are interested in being perceived as effective leaders may be well advised to blend ‘feminine’ and ‘masculine’ behaviors, and even more so when they are in situations of non-congruency (i.e., women in leadership roles and leading in cross-sex relationships). We discuss the implications of these findings for both theory and practice.     

Leadership and followership identity processes: A multilevel review

A growing body of leadership literature focuses on leader and follower identity dynamics, levels, processes of development and outcomes. Despite the importance of the phenomena, there has been surprisingly little effort to systematically review the widely dispersed literature on leader and follower identity. In this review we map existing studies on a multilevel framework that integrates levels-of-the self (individual, relational and collective) with the levels-of-analysis (intrapersonal, interpersonal and group) on which leader or follower identity work takes place. We also synthesize work from multiple research paradigms, such as social psychology experimental studies, narrative accounts of leaders' identity work and field studies on antecedents, outcomes, mediating mechanisms and boundary conditions. Finally, we outline implications for leadership development and call attention to key themes we see ripe for future research.     

A General Theory for Perceptual Indicators of Family Life Quality

The paper presents Foa and Foa's Resource Theory (1974) that was used to develop a self-report, multidimensional measure of family well-being, an indicator of family life quality. Facet theory methods of sentence mapping provided an explicit way to explain how theoretical constructs were translated to operational measures, and a rationale for the use of multidimensional scaling analysis to verify the circular structure of resource classes proposed by the theory. Results of the analyses confirmed the theoretical propositions for a sample of 560 adults and indicated a better fit of the data for women's, compared to the men's model.     

Parents' Goals for Children: The Dynamic Coexistence of Individualism and Collectivism in Cultures and Individuals

Current scholarship on the cultural value systems of individualism and collectivism, and the associated developmental goals of autonomy and relatedness, has moved beyond grand divide theories to emphasize variation within individuals and cultures. We present a theoretical model on the dynamic coexistence of cultural value systems (at the macro level) and parents' developmental goals (at the micro level). We contend that cultural values and developmental goals that have largely been classified as polar opposites may be viewed as conflicting, additive, or functionally dependent. Parents may view the developmental goal of autonomy as interfering with the goal of relatedness (and vice versa); parents may endorse both autonomy and relatedness; and parents may consider the developmental goal of relatedness to be a path to the goal of autonomy and/or autonomy to be a path to relatedness. These forms of coexistence are themselves dynamic, changing across situations, developmental time, and in response to social, political, and economic contexts.     

The Effects of Resources, Decision Making, and Decision Implementing on Perceived Family Well-Being in Adjusting to an Economic Stressor

This article examines the relationships of personal resources, decision-making, and decision-implementing behaviors that were measured in time one with perceived family well-being that was measured one year later. The sample included 323 farm men and women who had experienced the same economic stressor event. A structural equation model was posited based upon the theoretical frameworks of family resource management. The results indicated the theoretical model fit the data well for both men and women. LISREL analyses revealed strong positive relationships among perceived financial and emotional resources, decision making, and perceived family well-being. A positive relationship was found between decision making and decision implementing, but no relationship was found between decision implementing and perceived family well-being. Gender differences were present only in the measurement model among the indicators of decision implementing and family well-being.     

Field Instructors' Commitment to Student Supervision: Testing the Investment Model

The aim of the study was to examine field instructors' commitment to student supervision, using an adapted form of the Investment Model, which consists of six components related to supervision: rewards (positive aspects of the job), costs (negative aspects of the job), degree of investment in the job, quality of alternative jobs, satisfaction of the job, and commitment to the job. A non‐purposive sample of 178 field instructors of bachelor‐level social work students completed mailed questionnaires. The findings show that the greater the rewards, the greater the field instructors' commitment, investment, and satisfaction. On the other hand, higher job cost was inversely related to commitment, satisfaction, and investment. Job satisfaction mediated between rewards, cost, investment and job commitment. The article helps to illuminate some of the factors associated with field instructors' commitment to undergraduate student supervision and suggests ways of increasing it.