Theorizing Gerontology: The Case of Old Age, Professional Power, and Social Policy in the United Kingdom

This article examines the interrelationship between old age, professional power, and social policy. In particular, dominant theoretical models in social gerontology are reviewed and an alternative framework for understanding social gerontological issues—Foucauldian gerontology—is advanced. Foucauldian narratives are employed to delineate the historical relationship between professional social work and recent social policy for older people in the United Kingdom. In addition, a Foucauldian framework employed to examine identity formation, professional practices, and policy narratives enriches and widens the disciplinary subject matter of theorizing aging studies. The structure of this article is in three parts: review of theories of aging with an introduction of Foucault's potential contribution to gerontological analysis, the historical overview of the instigation of professional intervention in modernity and the changing roles and responsibilities in relation to older people utilizing Foucault's (1977) genealogical method, and the exploration and application of Foucault's key notion of governmentality (1977; Rose & Miller, 1992) in the analysis of social policy for older people.     

Nonverbal behavior of vendors in customer-vendor interaction

Two research questions were posed on the homophily theory of customer-vendor interactions: (a) do vendors show any nonverbal preference for Euro-American or African-American customers?; (b) do vendors demonstrate any nonverbal preference for customers with which they share racial homophily? The results supported the homophily theory for Euro-American customers in that there were significant interaction effects by race in facial expression (F = 5.33, p < .05), amount of speaking (F = 6.76, p < .01), tone of voice (F = 7.62, p < .01), and touching (F = 4.57, p < .05). Vendor behavior varied when the customer was Euro-American, with Euro-American vendors smiling more frequently (M = 4.05) than African-American vendors (M = 3.69), speaking more frequently (M = 3.57) than African-American vendors (M = 3.09), using a more friendly tone of voice (M = 3.59, and engaging in more touching behaviors (M = 1.81) than African-American vendors (M = 1.48). There was no significant difference in the behavior of Euro-American and African-American vendors when the customer was African-American.     

Determinants of Employee Participation in Organizations’ Family-friendly Programs: A Multi-level Approach

Many organizations have become more “family-friendly” by initiating programs to help employees meet their family needs. In return, family-friendly organizations are said to benefit from the positive attitudes and behavior of appreciative employees. However, long-term positive outcomes may not emerge if employees are reluctant to participate in work–family programs because they are concerned that their organization or manager does not support their participation. We propose two parallel conceptual models of the complex, multi-level mechanisms behind employees’ decisions to participate in their organization’s family-friendly programs.     

The Impact of Breast Cancer Genetic Risk Assessment on Intentions to Perform Cancer Surveillance Behaviors

One hundred and fifty-four women undergoing breast/ovarian cancer genetic risk assessment completed questionnaires at entry into the Cancer Genetic Service for Wales (CGSW) assessment program and following risk provision, mapping the strength of intentions to engage in a number of preventive/surveillance behaviors, including seeing specialists, breast self-examination, and involvement in screening programs, including mammography. A number of potential predictors of intentions were also assessed, including participants' mood and emotional response to receiving risk information, the perceived benefits (in terms of reassurance and early disease detection) of engaging in each preventive behavior, and the perceived desires of their family and General Practitioner. Intentions to self-examine did not change following risk provision, although strength of intentions to engage in some other preventive behaviors did lessen. Family and General Practitioners appeared to be strong social influences on behavioral intentions, as were the perceived benefits of gaining reassurance and/or early detection of disease.     

The preference to work for a man or a woman: A matter of sex and gender?

A survey of 455 individuals sampled from two populations that varied in age, educational level, and work experience posed a question asked in Gallup polls over six decades: “If you were taking a new job and had your choice of a boss, would you prefer to work for a man or a woman?” Respondents could state that they would prefer a male boss, prefer a female boss, or had no preference. As expected from theory and Gallup results, respondents who had a preference preferred to work for a man more than a woman, although a majority expressed “no preference.” When they expressed a preference, women preferred to work for a female boss over a male boss more than men did, whereas men preferred to work for a male boss over a female boss more than women did. Sex-typed (i.e., masculine or feminine) respondents in gender identity exhibited a greater preference to work for a boss of a particular sex over having no preference than non-sex-typed respondents. Further, feminine respondents preferred to work for a female boss over a male boss more than masculine respondents did, whereas masculine respondents preferred to work for a male boss over a female boss more than feminine respondents did. Overall, these results suggest that the preference to work for a man or a woman is a matter of both sex and gender. Implications for job applicants' vocational decisions and how female leaders fare in the workplace are discussed.