The daily patterns of task performance in honey bee colonies during behavioral development were studied to determine the role of circadian rhythmicity in age-related division of labor. Although it is well known that foragers exhibit robust circadian patterns of activity in both field and laboratory settings, we report that many in-hive tasks are not allocated according to a daily rhythm but rather are performed 24 h per day. Around-the-clock activity at the colony level is accomplished through the performance of some tasks by individual workers randomly with respect to time of day. Bees are initially arrhythmic with respect to task performance but develop diel rhythmicity, by increasing the occurrence of inactivity at night, prior to becoming foragers. There are genotypic differences for age at onset of rhythmicity and our results suggest that these differences are correlated with genotypic variation in rate of behavioral development: genotypes of bees that progressed through the age polyethism schedule faster also acquired behavioral rhythmicity at an earlier age. The ontogeny of circadian rhythmicity in honey bee workers ensures that essential in-hive behaviors are performed around the clock but also allows the circadian clock to be engaged before the onset of foraging.

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What selective forces and molecular mechanisms govern the integration of worker body size and morphology, brain architecture, and behavior in insect societies? Workers of the remarkably polyphenic and socially complex fungus-growing leafcutter ant Atta cephalotes exhibit a striking agricultural division of labor. The number of morphologically distinct and behaviorally differentiated worker groups, adaptive mosaic neural phenotypes, and brain transcriptomes have not been examined and the influences of socioecological challenges on behavioral performance, cognition, and brain evolution are unclear. We quantified worker morphological and behavioral variation to assess the number of worker size classes and characterized their social roles. We discriminated multiple worker size groups using a Gaussian mixture model: mid-sized workers (“medias”) had the most diverse task repertories and serve dominant roles in leaf harvesting, whereas workers of other size classes performed fewer, more specialized behaviors. We used variation among tasks in sensorimotor functions and task performance frequencies to create an estimate of sensory integration and processing demands across worker size groups. This metric predicted that medias require the greatest neural investment due to the high diversity of sensory inputs and motor functions associated with their task set. We quantified the volumes of key neuropils in brains of workers of different sizes and determined their allometries, finding that our estimate corresponded to proportional investment in the mushroom bodies, a brain compartment responsible for learning, memory, and sensory integration, and identifying allometric scaling patterns in other brain centers. Additionally, we measured whole-brain gene expression and identified significant differences in expression levels for numerous genes likely to underpin behavior. Differences were most pronounced between the smallest (fungal gardener “minims”) and largest (defensive “majors”), although not all expression differences were driven by worker size. Overrepresented gene functional categories included those related to sensory processing (enriched in genes upregulated in medias and minims) and metabolism (enriched in genes upregulated in majors). These results identify the nature of selective forces favoring differentiation along morphological, neuroanatomical, behavioral, and molecular axes among A. cephalotes workers and the impact of advanced division of labor on brain evolution. / 2023-03-01T00:00:00Z

Bibliography: pages 201-215. / This study provides a feminist perspective on aspects of change in white women's lives in South Africa between 1960 and 1990. Changing patterns of women's work, where work encompasses unpaid domestic labour as well as paid employment outside the home, are traced. The different ways in which women have combined their socially defined obligations as wives and mothers, as employees or employers, are considered. The primary sources used include open-ended interviews with women, magazines and the publications of women's organisations. The period 1960-1973 was one in which most white women left the paid labour force after marrying. Towards the end of the period, in the context of a booming economy and a perceived shortage of skilled white labour, more white wives were remaining in employment after marriage. The media, women's organisations, the state, big business and white male workers were addressing, in different ways, the conflict between white wives entering paid employment and the necessity to protect traditional values whereby 'good' wives stayed at home. 1974-1984 saw large and increasing numbers of white wives taking up paid work, both part-time and full-time. The period saw employed wives becoming increasingly commonplace, while the range of occupations open to them expanded. Observing that most remained in the lower levels of corporate hierarchies, women's organisations focused on eliminating the 'glass ceilings' said to block women's entry to higher paid positions. By 1985-1990, women were encouraged to be ambitious, assertive and to strive for self-fulfilment through their careers. The conflict of trying to achieve in the male dominated business world, combined with a sexual division of labour that persisted in defining the home and the family as women's work, saw many women leave the work place to start up home-based businesses.

The purpose of this thesis is to explore how stay-at-home fathers view their role as the primary caregiver, and how they encounter opposing masculinity issues. This is explored through discussion about daily life, the decision to stay home, and household labor, a particularly interesting reflection of gender roles and equality. The two research questions used to explore this included: How do stay-at-home fathers understand their masculinity and social role? How does talk about the negotiation of household labor in stay-at-home father/career mother families illustrate masculinity issues? Through an analysis of interviews of eight present or past stay-at-home fathers, I capture the ways that these fathers describe and discuss the stay-at-home parent role. By looking at how these men define and interpret the specific challenges they face while in this role, I help tell the stories of stay-at-home father/career mother families, and understand whether these families, too, experience Hochschild's "stalled revolution."

The first purpose of this study was to determine from the positive and negative factors identified by Jones and Montenegro (1982), which factors Oregon female administrators perceived had influenced upward mobility in their careers. Study of this topic reveals added information and direction to administrators of university administrative programs, school board members and school personnel administrators involved in hiring and providing training or staff development. As a result, the commonalities and differences among female school administrators in Oregon are identified. Identifying the factors that relate to upward mobility of tenured and nontenured female administrators provides insight and hopefully will promote further investigation. A second purpose of the study was to provide, from the demographic data concerning upward career mobility of nontenured and tenured female administrators, a profile that identifies those practices which have proven to be effective when considering career decisions in school administration. Descriptive statistics were used to quantify the data recovered from a research instrument given to 218 female administrators and of the tests resulted in a written description of the similarities and/or differences between the tenured administrators' and the nontenured administrators' perception of the factors that influenced their upward career mobility. Additionally, the demographic data were analyzed, and profiles of the two groups were developed, again to show similarities and/or differences. The conclusions of the study supported the research hypotheses that: (1) there is no difference between the perception of identified positive and negative factors to upward career mobility between nontenured and tenured female school administrators, and; (2) there is no difference in the profile of the nontenured and the tenured female school administrator in Oregon. A synthesis of the conclusions was made from the analysis of positive and negative career factors as well as the profiles of Oregon women school administrators which basically stated that the group of nontenured administrators is much like the group of practicing tenured administrators. Recommendations were made to women aspiring to be administrators for the application of the conclusions and study of identified characteristics or elements of positive and negative factors which lead to upward mobility. Profiles of the administrators were also made for use in self assessment for both groups of female administrators. Suggestions for additional study were made based upon the findings and experience in conducting the study. Similar study or replication of the study is encouraged in order to provide further insight into the reasons for more women not achieving administrative positions, especially that of principal.

京都大学 / 0048 / 新制・課程博士 / 博士(経済学) / 甲第18753号 / 経博第504号 / 新制||経||272(附属図書館) / 31704 / 京都大学大学院経済学研究科経済学専攻 / (主査)教授 柴田 章久, 教授 佐々木 啓明, 教授 神事 直人 / 学位規則第4条第1項該当 / Doctor of Economics / Kyoto University / DGAM

This study examines relationships between the division of housework and childcare and marital love and conflict and perceived fairness as a mediator of those relationships. Gender role ideology is also examined as a moderator of the relationships between the division of labor predictors and perceived fairness. To this end 112 working-class, dual-earner couples having their first child were interviewed at three time points during the first year of parenthood after mothers returned to work. Findings indicate that wives’ reported greater marital love when their husbands performed more housework and more childcare, with fairness as a mediator of those relations. Husbands’ greater participation in both housework and childcare was directly related to their reports of marital love. For marital conflict, wives reported less conflict when husbands performed more childcare with perceived fairness as a mediator. Husbands reported less conflict when they performed a greater proportion of housework, with wives’ perceived fairness as a mediator. The division of childcare and perceived fairness were more strongly related for wives with egalitarian gender role ideology than for more traditional wives.

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Couples learn to negotiate a complex intersection between household labor and family processes. Using both observational coding and questionnaire self report, this study examined the relationship between father and mothers' reported equality with their division-of-labor, their satisfaction with division-of-labor and their respective positive parenting as observed in taped interaction with a target child while controlling for quality of the relationship between the parents. Findings showed that egalitarian division of labor was positively related to satisfaction in division of labor and that egalitarian division of labor was a significant predictor of mothers' relationship quality, but not fathers' relationship quality. It also showed that fathers', but not mothers', marital relationship quality was found to be correlated with positive parenting and satisfaction with division of labor was a significant predictor of positive parenting for mothers, but not for fathers. Therapists should be mindful of and address the role division of labor plays in a family. Researchers should examine the use of a more comprehensive overview of division of labor tasks.