The culture in which people work and dwell is instrumental in shaping their sense of self. The decision to migrate from the country of one's heritage culture may result in the modification of self-identity in order to accommodate new experiences within the host culture. For working professionals, such modifications may be manifested in a number of different domains, including attitudes, behaviors, values, and sense of culture. When considering America's diverse workforce and the pressures placed upon people to be competitive, educated, and reasonably assimilated, the process of acculturation must also be addressed. This process is best understood when heritage and mainstream cultures are viewed independently. Formally educated foreign-born African women were the focus of this research. The purpose was to increase understanding of the employment status of African women with respect to identity style and acculturation strategies. Two hundred thirty-eight (238) women in the Metropolitan Washington D.C. Area were surveyed with respect to acculturation, identity style and employment status. The Vancouver Index of Acculturation was used to measure the heritage and mainstream dimensions of acculturation. The Identity Style Inventory was used to measure aspects of individual identity. Differences were found for the acculturation dimension of mainstream acculturation, which was observed to be higher for employed subjects for three of the four analyses used for employment status. No statistically significant differences were found for any of the identity style measures due to employment status, with one exception. The underemployed group of women may have been characterized by an identity orientation based on family and friends. If these women appear to experience problems associated with acculturation and identity, they may require more time to learn about the U.S. culture. These women represent a heterogeneous group with an amazing diversity in terms of language, culture, religion, and national backgrounds. This research suggests that their goal of securing or maintaining a professional career in the United States while residing in a major metropolitan area does not require assimilating into the U.S. culture at the expense of their own culture. Although, given that the majority of these women plan to remain in the United States as permanent residents, learning as much as possible about their host culture could perhaps benefit them with respect to employment. / Ph. D.

In the past studies showed that if employees in the organization perform their organizational citizenship behavior (OCB), the service quality and consumer satisfaction will promote. Additionally, OCB is helpful for team interaction and promoting team efficiency. It is because employees will cooperate, help each other or work hard to maintain or push others¡¦ welfare and benefit in their organization. However, there are few studies about how OCB is affected by different employment status in public section, and there is little discussion about moderating variables that affect OCB and employment status. In the organization, employees are the most important assets, but are the most difficult factor to control. This study is aimed at analyzing in the Control Yuan how employees with different employment status will affect their willingness to perform OCB. Besides, the study tries to find if ¡§working reason¡¨ and ¡§turnover intention¡¨ of contracted employees will affect the performance of their OCB. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less faithful than formal employees. Additionally, the contracted employees with turnover intention are less en-teamed than formal employees. There is not significantly different between ¡§devotion¡¨, ¡§loyalty¡¨ and ¡§activity¡¨. (2) In moderating variables about working reasons, no matter that contracted employees get the job willingly or unwillingly, there is no significant difference in their performance of OCB. (3) In moderating variables about turnover intention, the OCB of contracted employee is affected by turnover intertion in ¡§en-team¡¨ and ¡§position-fulfill¡¨. However, there is no significant difference in ¡§devotion¡¨, ¡¨loyalty¡¨ and ¡§activity¡¨ between formal employees and contracted employees.

The purpose of this study was to determine whether maternal employment contributed to the general inadequacy of the adolescent's evening meal, and to examine the attitudes of adolescents regarding the mother's role in evening meal preparation. A questionnaire was administered to 1180 high school students in a suburban area of Dallas-Ft.Worth in May, 1987. The hypotheses were tested using Chi square, Pearson product moment correlation, and Anova. Results indicated that maternal employment affects adolescent evening meals in the number of meals offered per week, fully prepared by mother, and eaten away from home. The amount of adolescent participation in meal preparation was higher for the employed group. Attitudes are different between the sexes and those with employed and unemployed mothers.

Objectives This study aimed to determine the relationship between stunting in children 6 to 36 months old and maternal employment status in Peru. Methods A secondary data analysis was conducted using information from the Demographic and Health Survey (DHS) in Peru. We used a representative sample of 4637 mother-child binomials to determine the association between stunting in children 6 to 36 months of age and the employment status of their mothers. Results The prevalence of stunting among children was 15.9% (95% CI: 13.9–16.7). The prevalence of working mothers was 63.7%. No association was found between maternal employment status and the presence of stunting in children [prevalence ratio (PR) = 1.04; 95% confidence interval (95% CI): 0.9 to 1.2; p = 0.627). However, on multivariate analysis we found that the prevalence of stunting was significantly higher among children of mothers performing unpaid work (12.4%) (PR = 1.38; 95% CI: 1.2–1.6; p < 0.001) compared with those of paid working mothers. Conclusion No significant association was found between maternal employment status and the presence of stunting in children 6 to 36 months of age. However, children of mothers doing unpaid work are at higher risk of stunting. These findings support the implementation of educational programs and labour policies to reduce the prevalence of stunting among children. © 2019 Chávez-Zárate et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited. / Revisión por pares / Revisión por pares

Magister Artium - MA (Psychology) / Families in South Africa are faced with manifold hardships that negatively impact the family as a unit. However, there are a variety of protective factors that have been identified as meaningful resources that facilitates healing and growth within a family unit. The study aims to investigate whether age, gender, employment status and level of education significantly predicts family resilience. The study utilised secondary data compromised of (N=656) participants from a low socio-economic rural community in South Africa. Family resilience views the family as a functional system of which provides positive adaption to family members who have experienced stressful events. Walsh's key processes in family resilience is outlined, highlighting a multi-level developmental systems orientation. The study utilised a multiple regression analysis consisting of four predictor variables namely, age, gender, employment status and level of education to assess whether these variables predict high levels of family resilience. The model found that amongst the four predictor variable, only employment status significantly predicted family resilience.

<p>Många kända teorier inom psykologin beskriver motivation som en drivkraft, vilken är viktig för individens vilja att arbeta. Trivsel och motivation leder tillsammans till välmående på arbetet. Arbetsvillkor och uppskattning är viktiga faktorer för individens trivsel och motivation på arbetet och brister av dessa kan leda till vantrivsel och minskad motivation. I denna studie intervjuades åtta medarbetare om motivation och trivsel inom vårdyrket och syftet var att se om anställningsstatus har betydelse för trivsel och motivation. Skillnader i motivation och trivsel fanns beroende på anställningsstatus. Fastanställda trivdes bättre på arbetet på grund av bättre arbetsvillkor, högre trygghet och samhörighetskänslan, men deras motivation var lägre jämfört med vikarier. Vikariers bättre motivation ansågs bero på högre engagemang och vilja att utveckla sig.</p>

Många kända teorier inom psykologin beskriver motivation som en drivkraft, vilken är viktig för individens vilja att arbeta. Trivsel och motivation leder tillsammans till välmående på arbetet. Arbetsvillkor och uppskattning är viktiga faktorer för individens trivsel och motivation på arbetet och brister av dessa kan leda till vantrivsel och minskad motivation. I denna studie intervjuades åtta medarbetare om motivation och trivsel inom vårdyrket och syftet var att se om anställningsstatus har betydelse för trivsel och motivation. Skillnader i motivation och trivsel fanns beroende på anställningsstatus. Fastanställda trivdes bättre på arbetet på grund av bättre arbetsvillkor, högre trygghet och samhörighetskänslan, men deras motivation var lägre jämfört med vikarier. Vikariers bättre motivation ansågs bero på högre engagemang och vilja att utveckla sig.

The Research of Organizational Citizenship Behavior for Contracted Employees and Formal Employees in the Legislative Yuan¡ÐThe Moderating Effect of Organizational Justice Abstract The organizational citizenship behavior (OCB) is altruistic behavior beyond formal norms performed by members of an organization. Empirically, it has been established that OCB serves to lubricate within-organizational interactions, enhance organizational performance, improve service quality as well as customer satisfaction, and helps to prevent members from leaving the organization. Given these facts, OCB is especially important to the service-oriented public sector. Up to this stage, however, we have seen relatively few local discussions on how OCB can be affected by employment status, and even less on the moderating variables that influence the relationship between OCB and employment status. The purpose of this research is to study differences in organizational citizenship behavior between contracted and formal employees in the Legislative Yuan. Furhtermore, the study tries to explore how organizational justice moderates the impact employment status has on organizational citizenship behavior. The major findings of this study are as following: (1) Relative to formal employees, contracted employees are less conscientious,but not significantly different in the ¡§en-teamed¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨ variables. (2) The moderating effect of organizational justice is obvious. There are significant differences between contracted and formal employees in their ¡§en-team¡¨, ¡§conscientiousness¡¨, ¡§loyalty¡¨ and ¡§enthusiasm¡¨. Contracted employees scored lower than formal employees in these variables. Key words : Organizational Citizenship Behavior, Employment Status, Organizational Justice, Distributive justice, Formal procedural justice, Interactional justice

Take front-line ground staff of airline companies for example, the main topic of the study is to discuss the relationship among employment status(full-time & part-time),organization commitment, citizenship role identity and organizational citizenship behavior and the confounding effect of job security on the relationships among the above variables. We hope that airline companies can understand the relationship between job attitude and job behavior of employees of different employment status so that it can be the references for them to adopt flexible human resources strategies. The questionnaire survey was adopted for the study. The samples are the front-line ground staff of airline companies in Taoyuan international airport, including passenger agents and cargo agents and so on. There were total 360 questionnaires released, and 242 of them are valid samples, including 167 full-time employees and 75 part-time employees. Through statistics analysis, the main results of the study are¡G 1. Employment status has no positively correlations with organizational citizenship behavior and citizenship role identity but had positively correlations with continuance organization commitment. We think the main reason is that the benefit package of full time and part-time ground staff in airline companies is not different very much and part time ground employees have the chances to become full time. On the other hand, the flexible work schedule can satisfy part time employees¡¦ other needs. So considering the job attitude and job behavior, full time and part time ground staff will not be very different. 2.Organization commitment has positively correlations with organizational citizenship behavior and will affect it in a positive way. The affective commitment has significant prediction on organizational citizenship behavior while continuance commitment has least prediction on it. 3. Citizenship role identity has positively correlations with organizational citizenship behavior and will affect it in a positive way. Employees with more organizationally-benefit citizenship role identity will be more likely to do organizationally-benefit citizenship behavior while employees with more individually-benefit citizenship role identity will be more likely to do individually-benefit citizenship behavior. 4. Job security has negative confounding effect on the relationship between employment status and citizenship role identity. We think that in a low job security situation, part-time ground staff will be with more citizenship role identity and do more organizational citizenship behavior in order to keep the job. Based on the above conclusions, this study offers some suggestions as the references for the airline companies. Key Words¡GEmployment Status, Part-time, Organization Commitment, Citizenship Role identity, Organizational Citizenship Behavior, Job Security

Les études effectuées au début de l’ère des multithérapies antirétrovirales montraient un effet délétère de la maladie VIH sur les chances de maintien et d’accès de l’emploi pour les personnes vivant avec le VIH (PVVIH). Or, au cours de la dernière décennie de nombreux changements ont eu lieu à la fois en termes épidémiologiques et sociétaux, A partir des données des enquêtes VESPA-2003 et VESPA-2011, nous montrons que parmi les PVVIH le taux d’emploi est resté stable entre 2003 et 2011, alors que l’inactivité a baissé et le chômage a augmenté. A caractéristiques égales, les PVVIH sont restées, moins en emploi et plus au chômage que la population générale, tout au long de la décennie 2000. Cependant, cette situation défavorable des PVVIH sur le marché de l’emploi semble s’être aggravée pour les individus diagnostiqués à partir de 2008, soit en période de crise économique. Nous montrons également que la situation d’emploi est différente entre les différents groupes de PVVIH, les immigrés originaires d’Afrique subsaharienne connaissant une situation particulièrement défavorable. Au travers de l’analyse de l’enquête ANRS-PARCOURS, il apparait que ces derniers connaissent un déclassement professionnel marqué après l’arrivée en France. Cependant, le VIH semble avoir un rôle limité sur ces trajectoires professionnelles essentiellement structurées par une segmentation du marché du travail français.Les avancées thérapeutiques des années 2000 ne se sont pas accompagnées d’une amélioration de la situation d’emploi des PVVIH qui reste marquée par le poids de la maladie, un contexte économique dégradé et un cadre législatif contraignant pour les immigrés. / Studies conducted early in the era of combined antiretroviral therapy provided evidence of a deleterious effect of HIV disease on chances of maintain in and/or access to employment for people living with HIV (PlwHIV). However, major changes have occurred both in the field of HIV and more generally in the social context. Based on the VESPA-2003 and VESPA-2011 surveys, we show that the employment rate of PLWHIV remained stable between 2003 and 2011, while the inactivity rate decreased and unemployment rose. The comparison of labor market participation with the general population in 2003 and 2011 shows that all other things being equal, PLWHIV were persistently less in employment and more unemployed than the general population throughout the 2000s. Moreover, the disadvantage of PLWHIV on the labor market seems to be more marked for individuals diagnosed since 2008. We also show that the employment situation is heterogeneous across the various groups of PLWHIV, with immigrants from sub-Saharan Africa experiencing a particularly adverse situation. Analysis of the ANRS-PARCOURS survey shows a marked occupational downgrading mobility after arrival in France. However, HIV appears to have a limited role in these career paths, which seem to be essentially structured by the segmentation of the French labor market. The therapeutic advances of the 2000s do not have translated into improvements in the employment situation of PLWHIV which remains marked by the burden of the disease, a worsening economic context and a binding legislative framework for immigrants.