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.

     

Examining Temporal Cognition in Preschoolers With Attention Deficit Hyperactivity Disorder: Insights From Parent–Child Interactions

Journal of Child and Family Studies - Increasing evidence supports the existence of time-related impairments in school-aged children and adults with Attention-Deficit/Hyperactivity Disorder (ADHD),...     

The quality of sucking in infants with colic

Feeding problems have been reported in infants with colic. The purpose of this study was to examine the nutritive sucking pattern of infants identified as having colic. Twenty-nine infants (16 with colic and 13 controls) between the ages of 1 to 3 months, being bottle-fed by their mothers, were observed by a blind examiner. We hypothesized that infants with colic would show greater disorganization in nutritive sucking and show greater variability in sucking rate than infants without colic, as assessed by the revised Neonatal Oral Motor Assessment Scale (NOMAS). Infants with colic were found to present a disorganized sucking pattern; namely, a lack of rhythmical movement and a difference in amount of sucks per burst than infants without colic. Methods of intervention are suggested.     

Atemporalism and dependence

International Journal for Philosophy of Religion - It is widely thought that Atemporalism—the view that, because God is “outside” of time, he does not foreknow anything (rather,...     

Fuzziness in the Mind: Can Perception be Unconscious?

Recently, a new movement has arisen in the philosophy of perception: one that views perception as a natural kind. Strangely, this movement has neglected the extensive work in philosophy of science on natural kinds. The present paper remedies this. I start by isolating a widespread and influential assumption, which is that we can give necessary and sufficient conditions for perception. I show that this assumption is radically at odds with current philosophy of science work on natural kinds. I then develop an alternative, new view of perception. This new view takes as its starting point the dominant position on kinds in the life sciences: the homeostatic property cluster account. I show that, if you accept this view, then all of the putative cases of unconscious perception are more plausibly seen as cases where it is indeterminate whether the mental episode in question is an instance of perception.     

Timelessness and freedom

One way that philosophers have attempted to defend free will against the threat of fatalism and against the threat from divine beliefs has been to endorse timelessness views (about propositions and God’s beliefs, respectively). In this paper, I argue that, in order to respond to general worries about fatalism and divine beliefs, timelessness views must appeal to the notion of dependence. Once they do this, however, their distinctive position as timelessness views becomes otiose, for the appeal to dependence, if it helps at all, would itself be sufficient to block worries about fatalism and divine beliefs. I conclude by discussing some implications for dialectical progress.

     

Aggressive behavior in the free-ranging rhesus monkeys of kathmandu,nepal

We present a composite sample of the aggressive behavior of free-ranging rhesus monkeys (Macaca mulatta), recorded at two temples in Kathmandu, Nepal. We analyze the total number and the rate per monkey of threats, chases, attacks, fights, and aggressive acts directed at other species (principally humans), in order to elucidate social dynamics of the troop as a whole. Our 1,506 hours of observation were divided among the four seasons; between a.m. and p.m.; and among a temple yard, two parklands, and a forested garden. We found seasonal patterns to be the most important correlates of aggressive behavior. Habitat was a modulating influence, and time of day was the least important factor. Rates of aggression were generally higher per male monkey than per female. In terms of total aggression recorded, however, females instigated significantly more than males, both in encounters between monkeys and in aggression against other species. This finding is consistent with the females' greater numbers in the troop and with their lifelong membership in the troop. Analysis of behavior by social groups, rather than by individual rates, points up the iomportance of adult females and their social stability in troop behavior.     

Commitment to organizational change: extension of a three-component model

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991: J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior.