On the young child's comparison of sets

When asked to make comparisons between sets of objects, 4-year-old children succeed when the comparison questions are symmetrical with respect to the referential status of their terms. Thus questions that request the comparison of set with set, or subset with subset (both within and between sets), are answered correctly. However, when the comparison questions are referentially asymmetrical, calling for the comparison of set with subset, either within or between sets, young children typically fail to complete such tasks successfully. In such cases, what comparisons young children arrive at is established, how they arrive at them is described, and why they respond in the ways that they do is discussed.     

The perceived social status of husbands and wives in dual-work families as a function of achieved and derived occupational status

The perception of the general social standing of husbands and wives in dual-work families as a function of their respective achieved and derived occupational statuses was examined experimentally. The results indicated that both the wife's and husband's general social status was a function only of the husband's occupational status; the wife's occupational status had no effect on either her general social status or that of her husband. The one exception to this was the case of the high achieved occupational status wife depressing the social status of the low occupational status husband. The results are discussed in terms of their implications for recent critiques of male-determined stratification models.     

Assessment of human obesity: The measurement of body composition

The most common methods of assessing degree of obesity in humans are reviewed. These include anthropometry, somatotyping, bodyweight, skinfold calipering, densitometry, and several nondensitometric procedures. The evidence suggests that bodyweight may often be an unreliable and invalid index of obesity. The parameters influencing its inaccuracy are discussed. These include age, height, sex, muscularity, and degree of obesity or amount of recent weight loss. The most reliable and valid measures of human bodyfat are generally the most complicated and impractical. Compromise assessment procedures involving nonintrusive measurement of subcutaneous fat and selected anthropometric dimensions may offer an incomplete but welcome improvement over sole reliance on bodyweight as an index of obesity.     

On Online Practices of Hospitality in Higher Education

Studies in Philosophy and Education - This article contributes to conversations on hospitality in educational settings, with a focus on higher education and the online context. We integrate...     

Time travel and counterfactual asymmetry

Synthese - We standardly evaluate counterfactuals and abilities in temporally asymmetric terms—by keeping the past fixed and holding the future open. Only future events depend...     

An Intersectional Approach to the Glass Ceiling: Gender,Race and Share of Middle and Senior Management in U.S. Workplaces

A robust body of research examines factors affecting the likelihood that women experience increasing barriers to promotion in workplaces. However, limited research examines how racialized and gendered processes may intersect and work differently for racially and gender marginalized workers. Specifically, the processes relating to a worker’s ability to reach middle-level management positions (e.g., those managers who oversee a small group of employees) and senior-level management positions (e.g., CEOs and other executive positions) may vary based on workers’ race and gender. Using 2015 EEO-1 data collected by the U.S. Equal Opportunity Employment Commission (EEOC), we examine how the characteristics of a workplace affect Black men, Black women, White men, and White women’s share of middle- and senior-level management. We find Black women and Black men are strikingly under-represented in both middle and senior management in private-sector workplaces. Our results demonstrate that access to middle- and senior-management varies by the characteristics of the workplace and workers’ race and gender. Overall, our findings point to an important implication: Greater oversight of workplaces, including by the EEOC, is associated with marginalized race/gender groups having higher shares of management.