U-statistic hierarchical clustering

A monotone invariant method of hierarchical clustering based on the Mann-Whitney U-statistic is presented. The effectiveness of the complete-link, single-link, and U-statistic methods in recovering tree structures from error perturbed data are evaluated. The U-statistic method is found to be consistently more effective in recovering the original tree structures than either the single-link or complete-link methods.     

The dimensionality of vocational commitment: An empirical assessment of Ramsay's three-factor model with trainee nurses

The validity of Ramsey's three factor model of vocational commitment – consisting of ego-involvement (ranging from altruism to self-orientation), pre-dispositions, and occupational possibilities – is examined Although no data is provided relevant to the altruism end of the ego-involvement continuum, analyses of data from a sample of trainee nurses indicated that the three measures of self-orientation, predispositions, and occupational possibilities possessed satisfactory internal consistency and discriminant validity, thus providing support for the three-dimensional model.     

The toy salesperson: A voice for change in sex-role stereotypes?

A field experiment was designed in which students approached sales personnel in 31 different retail settings, asking for help in selecting toys for a twin niece and nephew, 5 years of age. A majority of salesperson suggestions involved a sex-stereotypic selection of toys for both the male and the female child. Limited support was found for hypotheses that the responses of sales personnel would vary by retail setting (specialized toystore, department store, dimestore/discount store) and by sex of salesperson; responses did not vary by salesperson's age, however. Because more different toys are available for boys than for girls, female role expansion in children's play activities is a more likely outcome than sex-role convergence.This article is a revision of a paper presented at the annual meeting of the American Sociological Association, New York, August 1976.     

An alternative perspective on sex differences in organizational settings: The process of legitimation

This article takes a sociological approach to a problem that has usually been considered as a psychological phenomenon. It addresses the problem of male—female interactions in work situations utilizing the organizational concepts of division of labor and legitimacy. Traditional explanations evoking sex-role socialization are reviewed and rejected for purposes of experimentation and intervention. An alternative argument, focusing on the structural arrangements of organizational settings, is presented as an explanation for behavioral effects previously attributed to inherent sex differences. The results of a pilot study are briefly described, and directions for further experimentation and possible intervention strategies are suggested.The bibliographic search and initial conceptualization of this research was supported by a grant from the Ford Foundation under the auspices of the Center for Research on Women at Stanford University. We are grateful to Miriam Rosen for much of the bibliographic work. The pilot study was supported in part by funds from the Guggenheim Foundation and by a grant from the Spencer Foundation. We also wish to thank Richard Torres and Christie Timberlake for their invaluable assistance on this project.