Social networks and adult social identities: Profiles and correlates of support and rejection

The growth of interest in social networks has underscored the need for integrative analyses of network dimensions. A three-pronged strategy to achieve this objective was pursued in a study of 261 married women nurses. First, network variables related to important adult social identities were differentiated. Factor analyses revealed four network interaction factors: work support, work rejection, general support, and general rejection. An additional factor analysis differentiated work associates from nonwork network members. Second, cluster analysis of these factor scores identified five different network profiles. The profiles differed in the importance of the woman's work to her nonwork ties as well as the frequency and pattern of different positive and negative interactions. Third, individuals with these contrasting network profiles differed on levels of life satisfaction and psychological symptomatology. The discussion emphasizes social network differences within the broader context of the ecology of human development.     

Stereotyped connotations of masculine and feminine names

This study was designed to provide a basis to understand better antifeminine stereotyped attitudes that occur in association with a stimulus no more informative about a person than her first name. College students, mostly freshmen and sophomores, ascribed connotative meanings to common and uncommon masculine and feminine first names while imagining either real or ideal persons. The results from 48 subjects disclosed that the semantic dimension of potency (e.g., strength and bravery) is likely to be a fundamentally important connotation associated more with masculine names than with feminine names. Two findings very much supported this conclusion. Thus, the potency dimension was the only one of five dimensions of semantic meaning that: (a) yielded any masculine-feminine difference in the ideal condition, and (b) showed a disfavorable connotation for feminine names in comparison to masculine names in either the real or ideal condition.     

Embryonic olfactory learning in frogs

We examined the effect of embryonic olfactory experiences on behaviour after hatching in two species of anuran amphibians, Rana temporaria and Rana sylvatica. Odorants (orange and citral) injected into the egg were “learned” by the embryo and subsequently preferred by tadpoles after hatching. The observed preferences were specific to the odours experienced prior to hatching, and tadpoles discriminated between the odour experienced as embryos and a novel odour. The acquired preference was maintained after metamorphosis for those individuals that exhibited a preference as tadpoles. Preferences of tadpoles were also influenced “naturally” by odours present in the water surrounding the developing embryos. The experimentally induced olfactory preferences did not appear to influence the exhibition of sibling recognition abilities. The study represents the first demonstration of “embryonic” learning in amphibians, and the functions and importance of early olfactory learning for amphibians are discussed.     

GENDER AND WORK HISTORY IN THE PLACEMENT AND PERCEPTIONS OF ELDER COMMUNITY VOLUNTEERS

This study explored factors that determine the types of volunteer jobs older adults are placed in, as well as factors that define the meaning of their roles. With a sample of 169 elder community volunteers (mean age, 73 years), we investigated the patterns of job perceptions of women and men in two types of volunteer positions: jobs that involved leadership and jobs that did not. A two-way MANOVA with gender and leadership as independent variables revealed that there was a significant interaction effect. When men are leaders, their sense of interpersonal feedback is higher than when they are non-leaders, but their sense of influence and autonomy is lower. Women in leadership jobs feel more influential and autonomous than their peers in non-leadership jobs. Subsequent analyses probing differences in job placement suggested that work history was a significant predictor of leadership jobs for men, but not for women. Correspondingly, men with prestigious preretirement work histories perceived their volunteer roles as less influential than men who had been in lower status jobs before retirement. Work history was not a predictor of job perception for women. These placement and perception issues are discussed within the context of an historical perspective on paid work, with special emphasis on gender.