Interests and institutions in skilled migration: Comparing flows in the IT and nursing sectors in the U.S.

Jeannette Money and Dana Zartner Falstrom argue that U.S. immigration policy reflects more an efficient political process than an efficient economic competition for skills. In furtherance of this position, Money and Falstrom examine the flows of imported IT and nursing industry labor. The politics of visa categories in the U.S. are a remarkable site of competition between business and societal interests as well as the different scales of local and national interest. The strongly regionalized differences pointed to by Money and Falstrom suggest, too, that politics clearly matter. They declare that the Byzantine U.S. immigration system has created a plenitude of peculiar migration channels sustained by vested client interests, and a veritable alphabet soup of visa categories.     

Preventing Behavior Problems and Health-risking Behaviors in Girls in Foster Care

Transition into middle school presents complex challenges, including exposure to a larger peer group, increased expectations for time management and self-monitoring, renegotiation of rules with parents, and pubertal changes. For children in foster care, this transition is complicated by their maltreatment histories, living situation changes, and difficulty explaining their background to peers and teachers. This vulnerability is especially pronounced for girls in foster care, who have often experienced sexual abuse and are at risk for associating with older antisocial males. Failures in middle school can initiate processes with cascading negative effects, including delinquency, substance abuse, mental health problems, and health-risking sexual behaviors. An intervention is described to prevent these problems along with a research design aimed at testing the intervention efficacy underlying mechanisms of change.     

The Nature of Satisfaction With Subordinates: Its Predictors and Importance to Supervisors

Two studies examined supervisors' satisfaction with subordinates, and its predictors and importance to supervisors. Study 1 found entity relationships in the form of similarity between supervisors' and subordinates' values were uniquely related to satisfaction with subordinates. Liking of subordinates (from LMX theory) appears to link leadership and job-satisfaction domains. In Study 2, entity relationships, functional relationships, and job performance of subordinates were related to supervisors' satisfaction with subordinates. Functional relationships were the strongest and job performance the next strongest predictors. Performance was related moderately to similarity of supervisors' and subordinates' values and functional relationships. Satisfaction with subordinates was not related to supervisors' global satisfaction and turnover intention in either study, suggesting that subordinates may not be very important to supervisors.     

Gender Self‐Confidence and Social Influence: Impact on Working Alliance

The authors investigated the relationships between the counselor's gender self‐confidence, the counselor's use of social influence within the counseling session, and the counselor's sex in relation to the counseling relationship. These attributes were studied with regard to how deeply a therapeutic working alliance developed between the counselor and the client. Results support the importance of counselor characteristics on the counselor–client alliance. Implications for teaching, research, and practice are presented.     

The intergenerational transmission of ethnic essentialism: how parents talk counts the most

The present study analyzed the role of parents as potential sources of children's essentialist beliefs about ethnicity. We tested 76 parent–child (5‐year‐olds) dyads of Jewish Israeli parents from three social groups, defined by the kindergartens children attended: national religious, secular, or Jewish‐Arab integrated. We assessed parents' and children's beliefs, and parents' usage of ethnic attitudinal and categorization markers in a book‐reading activity. Overall, national religious parents manifested the strongest ethnic essentialism and endorsement of anti‐negotiations with Palestinians, and were the most likely to express negative attitudes and mark ethnic categories in their conversations with their children. Moreover, regression analyses revealed that ethnic categorization in parents' speech was the most reliable predictor of children's ethnic essentialism. Ethnic essentialism is transmitted to children not via explicit communication of intergroup beliefs or attitudes, but rather via the sheer marking of categories in ways that resonate with children's own intuitive ways of conceptualizing the social world.     

The effectiveness of sources of support in career decision-making: A two-year follow-up

Making career decisions is often difficult and challenging, and one way to advance in the process is to seek help. The present research focused on the various sources of support young adults tend to look for when making their career decision and the factors that affect their actual use of these sources. Study 1 elicited the self-reported help-seeking behavior and the Career Decision-Making Profile (CDMP) from 1071 young adults (ages 18–35) who had already chosen their major(s) at a university. The young adults used sources that were easily accessible, even when they were perceived as being less effective. Additionally, those with less career decision-making adaptability, as derived from the CDMP, tended to seek help more often. Study 2, a two-year follow-up of 296 young adults who participated in Study 1, revealed that getting help reduced the likelihood of changing one’s major.     

On The Exchange of Hostility With Supervisors: An Examination of Self‐Enhancing and Self‐Defeating Perspectives

We invoke competing theoretical perspectives to examine the consequences for subordinates of involvement in relationships that vary in terms of downward hostility (i.e., hostility enacted by supervisors against direct reports) and upward hostility (i.e., hostility enacted by subordinates against immediate supervisors). Consistent with the perspective that targets of downward hostility are less likely to see themselves as victims when they perform acts of upward hostility, analysis of 2‐wave data from a sample of supervised employees suggested that upward hostility weakens the deleterious effects of downward hostility on subordinates’ job satisfaction, affective commitment, and psychological distress. Study 2 directly examined the presumed mechanism that underlies the effects observed in Study 1. In a 3‐wave sample, support was found for a moderated‐indirect effect framework in which the indirect effects of downward hostility on subordinates’ attitudes and psychological distress (through victim identity) were weaker when upward hostility was higher. Study 2 results also suggested that the enhancing effect of upward hostility generalizes to subjective indicators of career satisfaction and future career expectations.