Using macro variables in program evaluation

This paper discusses the importance of using macro-level variables for program analysis. It is argued that three types of macro variables--cultural, economic, and demographic--provide a context for evaluation, and offer alternative explanations for the success or failure of a program. The problems of causality and availability of data are discussed. Macro variables are seen to be especially useful in "meta evaluation," and in integrating the results of specific program evaluations into general conclusions.     

Sex stratification in the workplace: Male-female differences in economic returns to occupation

Employing data from the 1974–1977 NORC General Social Surveys, I investigate differences in the earnings attainment of currently employed white men and women age 25 to 64. I focus special attention on the explanatory effects of job characteristics other than those traditionally employed in prestige and status-defined earnings models. The results, based on a multivariate regression analysis and a regression standardization procedure, suggest that a nontrivial portion of the earnings gap between men and women is due to women's concentration in jobs which are low-paying and heavily female and because women are less likely than men to exercise authority in their jobs or to control the means of production. Including these factors in an earnings model statistically increases women's earnings as a percentage of men's by over 7%, accounting for approximately 13% of the earnings gap. Net of these job characteristics, gender differences in industry distribution are not substantively important in explaining why women earn less than men, accounting for only 0.4% of the earnings gap. When single women's earnings are adjusted to take account of their occupational concentration, 10% of the male-single female earnings gap is explained, providing preliminary evidence that the job characteristics I specify are not mere proxies for work experience. Including job characteristics as measures of the context of employment thus usefully extends the human capital and prestige or statusdefined models traditionally employed in explanations of the male-female earnings differential.     

Organizing evaluation to serve the needs of program planners and managers

Evaluation is often both conceptually and functionally separate from program planning and operations management. Though program managers may not see themselves as served well by the work of evaluation staffs, there are a number of potentially beneficial side effects to be realized from close collaboration between program administrators and evaluators. These flow only when the evaluation task is broadly defined and when both administrators and evaluators recognize their interdependence. Particular functional benefits to management from evaluation are described. Characteristics of interorganizational relations which might increase the probability of their attainment are then outlined and discussed.     

Quality of life in the evaluation of community support systems

As a result of the authors' experience in conducting an evaluation of the community support system (CSS) program in New York State, they have identified five reasons for focusing on quality of life (QOL) as a desired outcome for programs for the chronically ill. These reasons are presented and problems in QOL evaluative research are discussed. Psychological indicators are distinguished from social indicators of QOL, and two methods of operationalizing perceived QOL, the psychological well-being and life domains methods, are examined. A conceptual model is presented and the results of an exploratory study of the QOL of 118 chronic psychiatric patients receiving CSS services are presented.