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Correctly measuring individual dynamics in labour market behaviour has become increasingly important as research and policy attention has become more focused on the relationships between current employment opportunities and past experience. Surveys collecting information on labour market histories use repeated interviews and retrospective reporting, laying the resulting data open to potential biases from spurious transitions due to random measurement errors and from systematic recall error. This paper uses a unique data opportunity provided by the British Household Panel Survey to systematically investigate the impact of recall on measured labour market behaviour and to highlight how and to what degree the biases in the reported data may affect the estimation of models of labour market dynamics. The results allow analysts to judge whether conclusions drawn from such models are likely to be compromised by the reporting biases.

The overall aim of this book is to focus on the problem of how to increase or at least maintain welfare (the benefits) while reducing ecological clam-age and risks and alienating labour (the costs). We believe that the case for reducing ecological impact of economic activity is proven (see Chapter 2) so that the issue is how to reduce economic activity and what would be the consequences of so doing. We have shown in Chapter 3 that much of current employment has little measurable impact on welfare other than on the person’s income which, with current employment and income policies, is nearly always higher when one has a job.1 In Chapter 4, we showed that for a number of reasons, the consumption which is derived from income is a very poor measure of welfare.

In recent years there has been an increasing number of Hispanic employees working on New York dairy farms. This survey describes the experiences and current employment practices of New York dairy farm managers who employ Hispanic workers. The 20 employers in the study represented most of the dairies in New York that employed Hispanic workers. The purpose of the survey was to benchmark current employment practices on New York dairy farms employing Hispanic workers. The questionnaire examined a variety of employment related issues including language, recruiting patterns, wages, transportation, housing and cultural issues. Dairy employers have been very resourceful in recruiting and managing Hispanic workers. Despite culture and language differences, employers found positive ways to manage Hispanic employees. While most of the working relationships with Hispanic employees have been positive, several challenges exist. Solving the language problem is the greatest initial challenge since few Hispanic workers speak English. In addition, managers must understand cultural differences to avoid misunderstandings and interpersonal problems. Employers reported other challenges including illegal immigration, community relations and turnover. *The author is a Senior Extension Associate in the Department of Agricultural, Resource and Managerial Economics. He extends his sincere appreciation to the dairy managers who took the time to respond to this survey for sharing their knowledge and experiences. The author also thanks Dr. Robert Milligan and Brian Henehan for their review of this manuscript and their helpful suggestions.

Objectives The manual collection and coding of job histories is the standard method for assessing occupational exposure, but may be infeasible for large population-based studies such as the UK Biobank cohort. We aimed to develop a new web-based tool to automatically collect and code individual lifetime job histories in the UK Biobank cohort for investigating the causes and burden of work-related COPD in the UK. Method UK Biobank is a population-based cohort of 502 682 subjects, aged 40–69 years, recruited in 2006–2010. Baseline spirometry data, current employment and smoking histories were collected. We developed a job questionnaire based on the hierarchical structure of the standard occupational classification (SOC) 2000 to allow participants to automatically self-collect and code their lifetime job histories. The web-based prototype (www.imperial.ac.uk/biobank/questionnaire) was pre-piloted in May–August 2013 among key job sectors using snowball sampling together with a feedback survey. Results 171 subjects participated in both the pre-piloting and feedback survey. 91% completed the questionnaire in Conclusions Our web-based job questionnaire is an efficient new standard tool for collecting and automatically coding lifetime job histories in large population-based studies and is adaptable for use in many occupational health research projects.

Researchers used a postal questionnaire survey to investigate the career progression of NHS doctors. The questionnaire included details about past and current employment, future career plans, and when career milestones were reached. Analysis was confined to respondents working in the UK NHS (including those with an honorary NHS contract). The participants were all those who graduated from UK medical schools in 1977, 1988, and 1993. The questionnaire was sent to 10 344 graduates, of whom 7012 replied, giving a response rate of 68%.1 Men and women were compared, with the aim of establishing whether female doctors were disadvantaged in pursuing careers in the NHS. The researchers reported that women did not progress as far or as fast as men. However, it was suggested this was not because women encountered direct discrimination but that it was a reflection of not having always worked full time. Nonetheless, the possibility that indirect discrimination—for example, that the lack of opportunities for part time work may have influenced choice of specialty—could not be ruled out. Which of the following statements, if any, are true?

This article explores the gender biases of recessions and policy responses they have entailed in France and Germany in the 2000s. During the Great Recession, France experienced a significant rise in both female and male unemployment. Germany apparently witnessed a gendered ?employment miracle? and is thus cited as a model, especially for its structural labour market reforms, often presented as the reason for its current employment performance. In both countries, economic downturns have hit male-dominated sectors and men?s employment first, thereby leading to a reduction or a reversal of the unemployment gender gap and challenging the male (main) breadwinner model. If women did not withdraw from the labour market, they have not been spared economic hardship: their employment and social conditions were hit in the second stages of recessions and impaired by austerity measures and structural reforms, especially in Germany. While recovery plans and labour market policies have provided support for male-dominated sectors, structural labour market reforms and activation policies have deteriorated the quality of women?s employment.

Dyspnoea and functional limitation due to airway obstruction may adversely affect work performance, particularly, it might be thought, in those with manual occupations. This is likely to have an impact on policies that seek to keep people employed to an older age. A questionnaire was sent to the 20 693 adults aged 51–60 registered with 33 general practitioners in Kent. Of 6732 (33%) respondents, 5315 (79%) were in full or part time paid work; of these, 26% declared breathlessness, a proportion significantly lower than of those not in current employment (43%, p

Although the U.S. unemployment rate in 1998 was at its lowest level since the late 1960s, the nation's employment problem is still far from solved. Although many economists assume that unemployment tends toward a natural rate below which it cannot go without creating inflation, this paper asks whether the current employment levels are the best that can be achieved in times of prosperity and whether current employment policies will be able to deal with the challenges of the next downturn. To evaluate these questions, the author examines the relative merits of three proposed strategies to improve the employment situation-a reduced workweek, employment subsidies, and a public service job opportunity program-to see if they will meet the challenges of upholding an individual's basic right to job while not stimulating inflation. He finds that a shorter workweek and wage subsidies both have failed to meet one or both of these challenges, but that a public service job opportunity program, such as the "employer of last resort policy," would satisfy both the full employment and noninflationary criteria.

Individuals' estimates of their paid working hours in response to the Current Population Survey (CPS) are biased upward. The bias is demonstrated here using two independent alternative sources of work-hour estimates: time-diary studies and the BLS Current Employment Statistics (CES) survey, based on payroll records. Comparison of the CPS and CES suggests that the individual overestimation of hours increased substantially between 1965 and 1990, an increase that cannot be attributed to obvious differences between the CPS and CES in coverage or treatment of moonlighting. Examination of the distribution of reported hours in the CPS shows that the increase in bias is not a consequence of the "heaping" of individual hours responses on the 40-hour week. Crosssection analysis of 1985 time-diary data indicates that hours overestimation varies systematically by gender, education level, and presence of young children. The changing composition of the workforce by schooling can explain about half the increase in the overestimation of hours.

Using data from 13 years (1983-95) of the March Current Population Survey, this study examines how the types of jobs held by welfare mothers during the preceding year affects their employment and earnings at the time of the March interview. The estimates suggest that the Using data from 13 years (1983-95) of the March Current Population Survey, this study examines how the types of jobs held by welfare mothers during the preceding year affects their employment and earnings at the time of the March interview. The estimates suggest that the wages of last year's job affect current employment and earnings, but the effects of wages are more modest than might be expected. The industry and occupation of last year's job make a great deal of difference, with industry being more important than occupation. The industries with the most positive effects on current employment are hospitals and educational services; jobs held last year in the temporary help industry are negatively correlated with current employment. The size of the firm employing a welfare recipient last year has no effect on March's employment or earnings. These results suggest that welfare-to-work programs should consider efforts to target higher-wage jobs or jobs in industries such as hospitals or educational services. wages of last year's job affect current employment and earnings, but the effects of wages are more modest than might be expected. The industry and occupation of last year's job make a great deal of difference, with industry being more important than occupation. The industries with the most positive effects on current employment are hospitals and educational services; jobs held last year in the temporary help industry are negatively correlated with current employment. The size of the firm employing a welfare recipient last year has no effect on March's employment or earnings. These results suggest that welfare-to-work programs should consider efforts to target higher-wage jobs or jobs in industries such as hospitals or educational services.

Purpose Return to work and social re-integration following heart transplantation is a significant objective and challenge for patients, their families and clinicians. The aim of this study was to assess current employment rates and factors associated with return to work in New Zealand recipients. Methods and Materials Details of demographics, employment prior to and after transplantation were obtained for all patients, alive in July 2012, who underwent heart transplantation in the 10 years from June 2001 to June 2011. Results Eighty-seven patients were eligible for inclusion - median age 52 years (range 15-75) and 20.8% were female. At review 51 (58.6%) were in paid employment, 5.7% students, 13.8% retired and 11.5% homemakers or not working due to lifestyle choice. Two (2.3%) patients were too unwell to work. Seven (8.0%) patients were on an unemployment benefit. Of those working prior to surgery, 88.9% returned to work after a median of 8.5 months (range 2-52), and 70.6% remained employed at a median of 77 months (range 13-113) after transplantation. There was a moderate correlation between the time of stopping work prior to and return to work after transplantation (r=0.50, p=0.01). Most (84.1%) patients returned to the same type of work after transplantation. There was no correlation between age at the time of transplant and return to work following. A significant proportion of women were homemakers (31.6% vs 5.9% males, p Conclusions The rate of return to work after heart transplantation in New Zealand is relatively high compared to international data, with rates of employment and unemployment similar to the overall rates for the general population. Discussions regarding return to work early in the transplantation assessment process and actively assisting patients to seek employment after transplantation may enhance employment rates.

Many urban school districts are disadvantaged in terms of resources and facilities, and may serve students who are at-risk economically, socially, and academically. Demographics trends suggest that in the next 20 years employers will depend on a workforce drawn from urban communities (Lytle, 1992). This suggests a need to understand and provide for educational, work, and career-related needs of urban youth. Perceptions of urban secondary students enrolled in business education courses toward work and career-related issues were examined. Findings suggest students are positive about work and career-related issues and may form perceptions toward work and career-related issues based on three factors, school awareness and work expectations, work awareness and supports, and career choice and work preparation. Grades earned in school, current employment, educational level of mother, and post-graduation plans were significant variables in explaining students' perceptions toward work and career-related issues.

In this paper, we estimate a stochastic-dynamic model for domestic violence using data collected by the Minneapolis Domestic Violence Experiment. Our primary finding is that arrest deters domestic violence, but the effect wears off quite quickly. We find also that current employment for the male is associated with lower levels of violence. Like arrest, the effect of employment is transitory. If the male becomes unemployed, the level of violence will increase quite rapidly. Violence in one period is associated with higher probabilities of violence in subsequent periods. From a methodological perspective, our results suggest that policy evaluation and deterrence research would benefit from using models that allow examination of the dynamic path of intervention effects. The effect of private and social programs need not be constant over time, and applying traditional, static models that necessarily impose such an assumption may produce misleading results. For Minneapolis, static models produced the result `arrest works.' The dynamic model suggests a different conclusion `arrest buys us a little time.'

Internships offer engineering students a unique window into the real-world workplace and can help students make better career decisions. In the current employment landscape, that on-the-job experience can also prove invaluable. The National Association for Colleges and Employers (NACE, Bethlehem, Pa.) reports a 36.4 percent drop in hiring of recent college grads, who in many cases are competing for fewer openings with more experienced unemployed workers. But doing real engineering as interns can make all the difference when prospective employers are sifting through endless resumes in search of qualified candidates. This article briefly discusses the issues to consider when looking for an internship.

Objectives It has been hypothesised that night shift work might increase oxidative stress. To date, the data on oxidative stress biomarkers in night shift workers are sparse. The aim of our study was to evaluate the association between night shift work and important antioxidant enzymes activity: superoxide dismutase 1 (SOD1), cellular glutathione peroxidase 1 (GPx1) and extracellular glutathione peroxidase 3 (GPx3). Methods The cross-sectional study included 355 nurses and midwives currently working on rotating night-shifts and 370 nurses and midwives working during the day. Enzyme activities were measured in the morning blood samples using kinetics methods. Associations between current employment and SOD1, GPx1, and GPx3 were estimated by multiple linear regression models. Potential modification by menopausal status was analysed. Results No differences in SOD1 activity were found between women working on night shift and day nurses. Activity of GPx1 was significantly higher in the group of night shift nurses than day nurses (geometric means(GM): 21.8 u/g Hb vs 20.7 u/g Hb; p=0.001). Menopausal status modified the association between night shift work and GPx3, with lower GPx3 activity in postmenopausal night shift nurses when compared to day nurses (0.188 u/ml vs 0.196 u/ml; p=0.021), and opposite association seen in premenopausal women (0.196 u/ml vs 0.188 u/ml; p=0.006). Significant relationship between night shifts frequency GPx3 and GPx1 was found. Conclusions Preliminary results of our study suggests that night shift work might modify antioxidant enzymes activity.

The employment record of 102 diabetic workers (73 men, 29 women), identified in a cross-sectional survey of 5670 middle-aged people in a New Zealand workforce, was studied for evidence of discrimination in the workplace. Compared with 403 matched controls (292 men, 111 women), diabetic workers showed no significant differences in socioeconomic status, educational attainment, or distribution between occupational groups. Similarly, mean duration of current employment (12.3 vs 12.4 years), mean number of jobs in the past 5 years (1.25 vs 1.34 jobs), frequency of sickness absence, and mean number of hours worked each week (43.5 vs 43.3h) did not differ significantly between diabetic and non-diabetic groups. We found no significant differences in work stress, even among those diabetic individuals with poor blood glucose control. There was no convincing evidence across a broad spectrum of industry that diabetic workers did suffer discrimination in the workplace.

The study reports the findings of a follow-up review of 38 trainees who had completed social skills training programmes run by BRAINWAVE The Irish Epilepsy Association and FAS, the state training and employment authority, during the period 1986 to 1990. The social skills programmes were aimed at young, unqualified school leavers. A total of 101 young people completed the programmes, 45 of whom had epilepsy. Of those with epilepsy, 38 were interviewed about their current employment position. On completion of the programmes 58% had found a job or gone on to further training. At the time of interview 39% were in work or training. Fifty-eight per cent were still experiencing seizures (a seizure in the last 12 months). Fifty per cent of those interviewed felt that they were being actively discriminated against because of their epilepsy. Fifty-eight per cent had made contact with the National Rehabilitation Board, the state placement service for people with a disability, but only 36% of these were in training or employment at the time of interview. Sixty-six per cent of those interviewed had found the programmes helpful in terms of increasing their self-confidence and social skills. The study points to the need for more specialized training and job placement programmes for young people with epilepsy.

America's patchwork quilt of health care coverage is coming apart at the seams. The system, such as it is, is built upon an inherently problematic base: employment. By definition, an employment-based approach, by itself, will not assure universal coverage of the entire population. If an employment-based approach is to be the centerpiece of a system that provides universal coverage, special attention must be paid to all the categories of individuals who are not employees--children, unemployed spouses or singles, the unemployable ill and disabled, persons between jobs, students, retirees, the elderly. Moreover, in a purely voluntary employment-based arrangement, some employers will not provide insurance at all, and others will provide inadequate coverage, necessitating other special provisions for coverage. As a consequence, about one out of six people now has no health coverage whatsoever, and even more have inadequate coverage. All the while, the rapidly-increasing transaction costs of sustaining this grossly inadequate pluralistic system eat up sufficient funds to provide basic benefits to the entire population. The time for systematic reforms has come and gone; what is now needed is action to prevent disaster, followed by a complete rebuilding of this country's health coverage system. Although perhaps more likely to be tried than more radical, completely nationalized, ones, stepwise reforms may not go far enough to cure the significant ills of the current employment-based system. Passage of inadequate reforms, then, could well set the stage for nationalized health care in the not too distant future.

The stock of portuguese emigrants in EEC countries is at the present more than one million persons,1 representing close to 25% of the current employment in Portugal.

Psychiatry Day Hospitals deal with a wide spectrum of disorders, being responsible for a psychosocial intervention that intends to improve patient's quality of life. The Psychiatry Day Hospital Department of Hospital de São João has thirty-eight years of activity, and has been one of the first in Portugal. The aim of this Psychiatry Unit, composed by a multidisciplinary team, is to prevent relapses and rehospitalisations, promoting the patients’ social rehabilitation, building a bridge between inpatient hospitalization and their re-entry into the community.The primary objective of this cross-sectional study was to evaluate important aspects of service's quality, such as the use of health resources and results in functional terms. The authors made the follow-up of the patients that had been admitted in 2005 (Jan 2005 - Dez 2005; n= 77). For this purpose, it was assessed the number of attendances to the Emergency Department and hospitalizations two and a half years before and after the treatment in Day Hospital. It was also compared their current employment situation to that which preceded the Day Hospital care.This study was performed in clinical setting among a reduced sample, with the inherent limitations. It would be appealing to replicate this investigation in a larger population and including some other variables.

This paper analyzes the role of damage clauses in labor contracts, using a model in which a worker may want to terminate his current employment relationship and work for another firm. It is shown that the initial parties to a contract have an incentive to stipulate excessive damage clauses, which leads to ex post inefficiencies. This result is due to rent-seeking motives (a) between the contracting parties vis-a-vis third parties and (b) among the contracting parties themselves. Moreover, by imposing an upper bound on the amount of enforceable damages, a regulator can induce a Pareto improvement; in some cases even the first best can be achieved.

Many returning students desire courses that will enhance their advancement potential in their current employment. They often do not want to take an entire degree program, like the MBA, but instead seek specialised courses that are highly relevant to their current career path. There may not be enough students in the university's local region to justify such specialised courses, but internet delivery can reach students worldwide and make them viable. This paper discusses the challenges in curriculum development and delivery for business courses aimed at persons employed in a single industry. As a case study, it describes the experience of the authors in offering such courses to students in the global hospitality and tourism industry.

A questionnaire was developed to identify factors that were contributing to turnover of public health nutritionists employed in local agencies in a decentralized state public health system. One hundred twenty-two nutritionists responded to a confidential questionnaire sent to them upon notification they were leaving their current employment. The questionnaire asked nutritionists to identify all factors that contributed to their leaving and to choose and rank the top five reasons. Open-ended questions solicited information about working conditions at the local agency, what the nutritionist liked best about their position, if they would recommend the position to a friend or colleague and if they would return at a later date. The top main reasons for leaving were: moving to another city 16.4%, return to school 15.6%, Inadequate pay/fringe benefits 15.6%, child care, child bearing, other domestic reasons 11.5%, and advancement or lack of opportunity for advancement 8.2%. Seventy five percent would recommend the position to someone else and 57% would consider returning to the position. A review of contributory factors that lead these nutritionists to leave their positions correspond to the factors identified in the literature as job satisfiers and dissatisfies. These results indicate there are issues that can be addressed by nutrition program managers to slow down turnover among this highly mobile professional group.

Do you remember the demographic time bomb? A few years ago it was recognized that past birth patterns and current employment patterns could result in a mismatch of jobs and available workers. Organizations were urged to consider ways of recruiting people who would otherwise not come into certain kinds of employment. At the same time, Opportunity 2000 was launched as a means of promoting the employment and development of women.

The massive flood of numbers in ongoing large-scale periodic economic and social surveys commonly leaves little time for anything but a cursory examination of the quality of the data, and few techniques exist for giving an overview of data activity. At the U.S. Bureau of Labor Statistics, a graphical and query-based solution to these problems has recently been adopted for data review in the Current Employment Statistics survey. Chief among the motivations for creating the new system were: (1) Reduce or eliminate the arduous paper review of thousands of sample reports by review analysts; (2) allow the review analysts a more global view of sample activity and at the same time make outlier detection less of a strain; and (3) present global views of estimates over time and among groups of subestimates. The specific graphics approaches used in the new system were designed to quickly portray both time series and cross-sectional aspects of the data, as these are both critical elements in the review proc...

This study examines determinants of the home environments employed mothers provide for their young children, and investigates the impact of current employment experiences, current family conditions, and maternal and child characteristics in shaping children's home environments. Using data from the National Longitudinal Survey of Youth's 1986 Mother-Child Supplement, the study focuses on 795 employed mothers with a child aged three through six years old. As work socialization theories suggest, the occupational complexity of mother's work positively affects the home environments mothers provide for their children. In addition, larger family size produces less optimal child environments. The personal resources that mothers bring to their childrearing-self-esteem, locus of control, educational attainment, and age-also have significant effects on children's home environments. Given the importance of home environment for children's cognitive and socioemotional development, these findings suggest pathways by which maternal resources and current occupational and family environments have intergenerational repercussions.

Louis Harris has reported a substantial increase in work between 1973 and 1985 and a corresponding decrease in the availability of free time. Data from the Current Employment Statistics of the Department of Labor show a decline of the work week in the same period. Data from the National Opinion Research Center's General Social Surveys show a rough constancy in the work week. Previous analyses of Current Population Survey results also point to constancy as the appropriate conclusion for the period in question. Examination of the Harris studies shows five changes in procedure. These changes in method may well have produced the dramatic changes he reported. Harris's finding is challenged also by other results from his studies, which show increased participation in a wide range of leisure-time activities. Louis Harris, the noted public opinion expert, has presented two remarkable findings in his recent book, Inside America (1987). They are introduced in a chapter entitled "Is Leisure Time on the Way Out in America?" The findings are stated clearly, unambiguously, and with no qualification: "Since 1973 the number of hours worked by Americans has increased by 20%, while the amount of leisure time available to the average person has dropped by 32%" (p. 17). Adding some details, a second summary statement has it that "the number of hours the average American spends at work each week has increased from 40.6 in 1973 to a current 48.8, a rise of 8.2 hours a week or one hour and 10 minutes a day" (p. 19). The end point for the period under discussion was 1985; the 20 percent increase in work, therefore, occurred within the relatively brief span of 12 years. Harris is certainly justified in referring to these as "dramatic shifts in working hours and leisure time." That change in the work week would be the most important development since the setting of the 40-hour standard with the Fair Labor Standards Act of 1938. The reRICHARD F. HAMILTON is professor of sociology and political science at Ohio State

The education of librarians in Nigeria should be viewed from a broad perspective. It should be directed at educating and training professionals who will be able to exploit their potential in several information-related organizations, rather than being tied to the library institution. This approach is necessary given the current employment situation. The educational implications of a broad perspective are explored in relation to the curricula requirements of the existing library and information science programs in Nigeria.

Although many companies have made great strides in bringing minorities into the mainstream of the organization, in some cases, minorities are still having serious problems with current employment practices. Most of these problems do not relate to the formalized written employment practices but rather to the informal practices. Minorities have negative attitudes toward employment practices in which some are real and some are only imagined. Often minority workers have adjustments to make such as adjusting to different lifestyles and values to fit into the work group. It is vitally important that corporate management continues to give their total commitment to affirmative action programs so as not to lose gains that have been made. Top management must create an atmosphere in which everyone in the organization honestly strives to help minorities succeed in becoming a productive member of the organization.

The move into council housing can affect family welfare not only in terms of their housing conditions but in other spheres as well. In this paper we examined the influence of changed journey to work costs arising out of a move into council housing on the propensity to quit current employment. Using separate models for men and women regression analysis is employed to estimate the effects of changed journey to work times on a sample of men and women who moved into Glasgow council housing. A control group is utilised and the effects of various personal characteristics and other factors are also taken into account. Increased travel time resulted in an increased quit rate for the men in the sample whereas for the women no relationship between quits and increased journey to work time was observed.

This study explores the characteristics of North Dakota families who quit farming between 1980 and 1986 for economic reasons. It describes (1) the demographic characteristics of former operators as well as the structural and financial characteristics of their former farms, (2) the financial circumstances of their departure from farming and the support systems they used in their transition, and (3) their current employment situation and perceived family financial well-being. These data are compared with those of a cross section of households that were operating farms in the state in 1986. The findings clearly indicate that significant numbers of farm families are making the transition to other occupations and that, in many cases, this transition involves migrating to urban areas. Displaced farmers who chose to leave their community were typically younger, more educated, and had less equity than those who chose to stay. Such selective migration poses numerous negative consequences for communities, such as d...

This paper discusses results from analyses of various data concerning the characteristics of 178 mildly intellectually handicapped adolescents who were selected for training in the Granville Work Preparation Centre between 1974 and 1978. From the results of predictive and discriminative analyses it was found that the only significant predictors of gross training outcomes were the current level and complexity of the trainee's intellectual functioning (IQ), his/her emotional adjustment and previous employment record. The results are discussed in the context of the roles of Work Preparation Centres in terms of their selection procedures and programs. The need for alternative forms of program objectives is stressed in the light of current employment difficulties. Some current work relevant to the community attitudes to these problems is mentioned.

Methods for reporting vocational interests which do and do not reflect sex-role stereotypes are examined. Interest inventory validation procedures based on the prediction of occupational preference and group membership are shown to favor inventories providing scores that reflect past sex-role stereotypes and current employment inequities. Reporting and validation procedures minimizing these shortcomings are suggested. These procedures, which are supported by past practice and recent research, result in similar interest score distributions for men and women. Finally, career counseling problems arising from the confounding of reports of human interests with current employment realities are discussed.

IN A RECENT ISSUE of this journal, Heck, Cooley, and Hubbard [2] provided several rankings of finance departments. The various rankings were based on publications in the Journal of Finance since 1946, the year in which the journal began publication. Separate rankings were generated for the leading institutions on the basis of source of doctorate and current employment. The employer rankings were provided for the past forty years (1946 through 1985) and for several ten-year subperiods (1946 through 1955, 1956 through 1965, 1966 through 1975, and 1976 through 1985). The work by Heck, Cooley, and Hubbard builds on earlier contributions by Klemkosky and Tuttle [3, 4], Schweser [6], Ederington [1], and Moore and Taylor [5]. In their two papers, Klemkosky and Tuttle measured the contributions to two groups of journals for the period 1966 through 1975. They included the volume of scholarship published in the three leading finance journals: Journal of Finance, Journal of Financial and Quantitative Analysis, and Journal of Financial Economics. They also included the contributions to eight leading business and economics journals that publish finance and finance-related articles: Journal of Business, Journal of Money Credit and Banking, American Economic Review, Review of Economics and Statistics, Econometrica, Quarterly Journal of Economics, Journal of Political Economy, and Journal of Monetary Economics. In their first paper, Klemkosky and Tuttle [3] measured research performance according to the institutional source of publications. In their follow-up paper [4], they ranked programs on the basis of the publication output of doctoral students. In a related paper, Schweser [6] analyzed the doctoral origins of contributions to the Journal of Finance for 1964 through 1975. Ederington [1] prepared rankings of the top twenty departments based on total pages published in the Journal of Finance and Journal of Financial and Quantitative Analysis and citations in the Social Science Citation Index for works in these journals for the period 1967 through 1972. Moore and Taylor [5] tabulated the number of articles and pages published during 1972 through 1978 in fifteen leading journals in five academic areas of business, including finance, marketing, management science, behavioral management, and general business. For each area, three journals were included, and, in finance, the journals were the Journal of Finance, Journal of Financial and Quantitative Analysis, and Financial Management. Publication performance rankings were provided for all fields combined and for each discipline individually.

There is currently much concern that young people are not only facing declining opportunities in the labour market, but also have limited access to full-time voca tional training (which might be seen as a more useful social option to unemployment). This paper represents an examination of the vocational training options open to young people and the role of government programmes in widening these options. It is argued that current employment and training government pro grammes could be more effective if they were better integrated and co-ordinated. In particular, there is scope to improve the links within the institutional (TAFE) pro grammes (e.g., EPUY to pre-employment courses) and also the links from institu tional to employment based vocational training programmes (e.g., pre-employment to SYETP).

Management Education in the University Business School setting too often lacks Entrepreneurial emphasis and is often determined by the “publish or perish” criteria and “left hemisphere” teaching, grading, course content and research. Increased relevance for the Business school will be achieved when the Academic mind-set shifts towards an improved awareness of our increasingly entrepreneurial society with its preponderance of small firms employing less than 200 most of which enjoy annual sales of less than $20 million and account for all of our net current employment and 93 per cent of our business formations.

Introduction This paper is intended to provide a broad view of the labour market as a background to some of the more specialised papers presented at this conference. It inevitably covers some of the same ground as those other papers but with the purpose of putting the detailed analyses into perspective.

Using a modified Likert format, 438 (225 boys, 213 girls) eighth graders indicated their agreement or disagreement with 8 randomized stereotypic statements concerning women's role and 12 statements concerning women workers. In addition, students rated as masculine, feminine, or both a randomized list of 20 occupations. Results indicate sex differences in several stereotypic statements. The sex differences are more differentiated than results found in earlier studies. Results also confirmed the hypothesis that sexual stereotypes would be more prevalent in the younger group than in the older. Highest positive correlation (r = .26; p < .01) was between liberal attitudes toward women's role and current employment of mothers of the females. Lowest correlation (r = .15; p < .05) was between less stereotyped view of occupation and current maternal employment of the females. There was no significant correlation between liberal attitudes toward women workers and current employment of the mothers of the females.

Primarily during the past 15 years a distinct new area within physical anthropology has emerged, biomedical anthropology. Physical anthropologists have become heavily involved in studying problems of relevance to the health and illness patterns of living humans. There has been a proportionate increase in biomedically focused papers published in the American Journal of Physical Anthropology, in biomedically focused papers presented at annual meetings of the American Association of Physical Anthropologists, and in physical anthropology doctoral dissertations oriented toward modern biomedical phenomena. Proportionately more physical anthropologists are now employed in medical schools and there has been recent growth in the proportion of physical anthropologists in anthropology departments who claim some aspect of biomedical anthropology as a research interest. Increasingly, physical anthropologists are focusing their research on cardiovascular disease, the leading cause of death in America. These distinct trends are partially a result of the nature of physical anthropology and its unique biocultural perspective. However the growth of applied anthropology, the present academic marketplace, and the availability of research funds are probably also contributing factors. The emergency of biomedical anthropology holds promise for the future of physical anthropology and for its current employment crisis. Careers with academic and nonacademic organizations engaged in biomedical research appear to be a viable alternative to careers in departments of anthropology, for biomedical anthropologists. This will entail some reorientation of graduate training for physical anthropologists. More emphasis will have to be placed on substantive biomedical subjects, research methods, and data management and analysis.

The movement of some women into self employment is considered in this paper. It is argued that if this movement is to be successful, and thus have any influence on the equality of employment opportunities, then it is necessary for the business ventures involved to be run strategically rather than operationally. It is also argued that there must be greater scope and encouragement for innovation in this area, otherwise there is a danger of mirroring, in new business formation, the structure of inequality that applies to the formal, and declining, structure of current employment. Finally, the paper examines the need for women's entrepreneurial ventures to be better accepted by and integrated into the wider social fabric. The potential sources of stress and of satisfaction in women's self employment are noted.

Each winter, the Office of PIacement Services at Michigan State University distributes on campus a publication entitled Follow-Up Report, which lists by college and major the names of all students who graduated, and degrees earned the previous academic year. In addition to salary data, the publication contains a wealth of information relevant to advising students interested in current employment prospects and trends. The annual FollowUp Report and other excellent research studies prepared by the Office of Placement Services accout for the frequent references in national publications to predictions and assessments made by its director. The Follow-Up Report is a valuable advising resource, but it should be used with caution, thoughtfulness, and a degree of imagination.

Although Canadians in general would benefit from a freetrade arrangement with the United States, it is possible that some individuals or groups will be worse off. We therefore face a conflict between the economic welfare of the average citizen and the political decision of the median person. This conflict is explored empirically in the context of recent estimates of industry-by-industry effects of free trade in Canada. This study concentrates on workers as voters trying to protect their current employment. An examination of 29 industries shows that nine would experience a decline; however the median voter is likely to be in an expanding industry and therefore will favour free trade, but the existence of voting or lobbying costs could reverse that result.

Baccalaureate and master's graduates of the University of Pittsburgh Program in Child Development and Child Care from 1970–1984 were surveyed on employment history, conditions of current employment, professional development, and evaluation of the Child Development and Child Care Program. The prototypical program graduate was pleased with training, committed to working in the field, and professionally active. Comparisons are made between B.S. and M.S. graduates, early graduates and later graduates, and M.S. program graduates and B.S. graduates with master's degrees in other fields. Master's graduates were distinguished by higher salaries and greater professional activity. The findings demonstrate that university-based professional education for child and youth care practice can be successful along the dimensions considered in this survey.

This paper examines the recent job crunch in sociology. From a historical perspective the current glut of Ph.D.'s is seen not as a temporary aberration in an otherwise healthy economic system, but rather as a recurring phenomenon with the conditions that foster the oversupply of Ph.D.'s likely to continue well into the future. We show how most proposed solutions to the unemployment and underemployment problems faced by sociologists are limited by the failure to examine the historical origins and structural characteristics that have given rise to current imbalances. Prevailing conditions and opportunity structures are accepted as given. This uncritical and atheoretical approach limits our understanding of current employment problems and restricts the range of potential solutions that are considered. The paper lays out an alternative framework for analyzing the sociology job market and suggests new directions for research into this social problem.

The two economic superpowers, Japan and the United States, have different patterns of contribution by their female populations. The authors travelled to Japan to research and observe firsthand the contributions made and the roles filled by the Japanese female. A comparison of costs and benefits to each country created by the different roles of females is discussed. Questions such as the following are explored: Does the Japanese female contribution to child-rearing and nurturing of new coporate members outweigh her lost contribution to the workplace? Has the United States gained or lost ground economically due to women integrating the American workplace? Will Japanese women be content to be on the fringes of the economic system for another generation? What is the likely future scenario for the workplace for both economic superpowers?

Some little time ago, rather rashly, I offered to write something about this institute, for publication in “The Australian Surveyor,” and the editors (annoying people these editors) took me up on that offer. There being so much to tell about the place, I thought, at the time, that there would be no trouble in writing enough to make an interesting article to be read by my fellow surveyors in Australia. The trouble is that there is far MORE than ENOUGH, and while it would be easy to write a book about it (writing books being my current employment) I have racked my brains to find a formula which would solve the problem of covering a great number of aspects in a brief article, without being too disjointed.

THE Social Security program (more Tproperly called the Old-Age, Survivors, and Disability Insurance system, or OASDI) maintains current employment records for the great majority of the workers in the country, as well as claims records on 20 million persons receiving monthly benefits. Thus, it is only natural that persons interested in various forms of health studies should wish to use this vast store of information. Although many valuable studies can be accomplished through the use of these data, they, nevertheless, have some very serious limitations that are well worth pointing out. Unless these are realized, it is quite possible to waste much time and money in unproductive tabulations and analyses. It is the purpose of this paper to describe first the OASDI program and then discuss the data available from its records that might be used for health studies and analyses-and likewise, and equally importantly, what cannot be done. This paper will be limited primarily to possible mortality and long-term disability analyses, since under the present program no data on short-term morbidity are available (although the base for exposure to risk could be obtained from OASDI records, it would generally seem simpler to obtain these data in other ways). At the time this paper was written (August, 1964) a proposal was pending before Congress to establish hospitalization benefits for beneficiaries and eligibles aged 65 and over under the OASDI system. If such a program were enacted, a wealth of information on the hospitalization experience of aged persons would, of course, become available. There have been little data available on that subject in the past, even though such protection was provided for more than half of the aged population in the country by private insuring organizations.

Aim The purpose of this study was to investigate the relationships among perceived organizational support, intention to remain, career success and self-esteem in male nurses in China. Background Recently, turnover is considered increasingly more normal. Male nurses could be stabilized by improving their perceived organizational support, career success and self-esteem. Design A cross-sectional design was used in the present study. Method 405 full-time male Registered Nurses, from Grade A hospitals in Tianjin, were surveyed. Pearson correlation, Cronbach's alpha coefficient and structural equation modelling were conducted in the study. Results The results illustrated that self-esteem mediated the relationship between perceived organizational support and career success. Career success mediated the relationship between self-esteem and intention to remain. Conclusion Hospitals should pay more attention to the benefits of positive personality trait on working motivation. It is meaningful to enhance perceived organizational support, career success and self-esteem in the working process so that nurses are willing to stay in the current employment.