Immigration Policies in Italy: Their Impact on the Lives of First-Generation Moroccan and Egyptian Migrants

This paper analyzes the impact of Italian immigration policies on migrants’ lives. Policies and changes in policies can affect migrants’ capabilities to stabilize themselves in the host country, in terms of legal residence and secure labor conditions, as well as their chances of becoming part of the host society. We argue that, together with border controls, these are crucial ways through which immigration policies may have the postulated effects on the lives of migrants. We use data from 59 in-depth interviews conducted with first-generation Moroccan and Egyptian migrants living in two Italian cities, Turin and Rome, in the period 2011–2013. The results show that Italian immigration policies do not successfully control migration inflow, but effectively hinder the stability of migrants’ legal status and the status transition from temporary residence to permanent residence and subsequent Italian citizenship. In this way, Italian immigration policies largely affect migrants’ capabilities to be part of the host country; this gets in the way of integration, social cohesion, and future migration projects.     

The Employment Interview: The Role of Sex Stereotypes in the Evaluation of Male and Female Job Applicants in the Netherlands1

This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and female (N=21) job applicants in the Netherlands. The employee selection process for higher-level technical and academic jobs in real life situations was studied, with special attention to the assessment of applicants by members of selection committees. It was demonstrated that, according to the job interviewers, the ideal applicant had more masculine than feminine traits. Males and females were regarded as having the same qualifications for the job, but because male applicants were assessed as having more masculine characteristics and female applicants more feminine characteristics, the male applicants were accepted more often. The job interviewers acted according to a fit model: The applicant most similar in traits to the ideal applicant was hired for each job.     

The evaluation of effectiveness and likability of gender-role congruent and gender-role incongruent leaders

The aim of the present study was to test the gender-role congruency hypothesis in the context of assumed leadership. Three hundred and forty-two female and 154 male Dutch students participated in a laboratory experiment. We expected that gender-role incongruent leaders would be evaluated less favorably than gender-role congruent leaders and that male subjects would devalue the gender-role incongruent leaders to a greater extent than would female subjects. In addition, we were interested in the relative contribution of the effectiveness and likability measures to the devaluation of gender-role incongruent leaders. The gender-role congruency hypothesis was supported by the data from male subjects only, and then only for the effectiveness measures. The results are discussed in the context of two meta-analyses concerning the impact of gender stereotypes on judgments of competence and evaluation of leaders.     

Problematisations of Complexity: On the Notion and Production of Diverse Complexities in Healthcare Interventions and Evaluations

Within the literature on the evaluation of health (policy) interventions, complexity is a much-debated issue. In particular, many claim that so-called ‘complex interventions’ pose different challenges to evaluation studies than apparently ‘simple interventions’ do. Distinct ways of doing evaluation entail particular ontologies and epistemologies of complexity. They differ in terms of whether they define complexity as a quantitative trait of interventions, whether they see evaluation as part of or outside the intervention, and whether complexity can be regarded as an emergent property of the intervention and its evaluation. In practice, evaluators and commissioners of large health care improvement programmes rely on different, sometimes contradictory, repertoires about what it means to conduct a ‘good’ evaluation. This is an ongoing matter negotiated between and among commissioners, researchers, and—sometimes—programme managers. In particular, notions of evaluability, usefulness and distance/independence are problematised in different ways and with diverse consequences, which, in turn, produce other notions and layers of complexity such as temporal, institutional and affective complexities. When (social science) researchers claim that one method or another is better able to grasp complexity, they elide the issue that any methodological choice emphasises some complexities and lets others fade into the background. Analysing the practicalities and emotions involved in evaluation studies opens up the notion of complexity to analytical scrutiny, and suggests a basis for co-theorising between biomedical, public health and social scientists (including Science and Technology Studies scholars).     

Sex and leadership styles: a meta-analysis of research published in the 1990s

Empirical research on sex differences in leadership styles, published between 1987 and 2000 in peer-reviewed journals, is reviewed by means of a meta-analysis. The leadership styles examined are interpersonal, task-oriented, democratic versus autocratic, and transformational and transactional leadership. Analysis showed that evidence for sex differences in leadership behavior is mixed, demonstrating that women tend to use more democratic and transformational leadership styles than men do, whereas no sex differences are found on the other leadership styles. Sex differences in leadership styles are contingent upon the context in which male and female leaders work, as both the type of organization in which the leader works and the setting of the study turn out to be moderators of sex differences in leadership styles.