Although psychologists and sociologists have studied the origin and nature of European American children’s racial biases for decades, relatively little is known about the role of European American families in shaping their young children’s understanding of and attitudes about race. The primary goal of the current study was to examine European American mothers’ approaches to race-related issues with their children, with particular interest in exploring the ways mothers may influence their young children’s racial attitudes. I explored these questions by completing a multi-method study of 84 European American mothers and their four- to five-year-old children. Mothers read two books with race-related themes out loud to their children and then completed surveys concerning their race-related attitudes and behaviors while their children worked with a researcher to complete measures of cognitive skills and racial attitudes. Results indicated that European American mothers provide few race-related messages to their preschool-aged children. Specifically, mothers’ self-reports of their racial socialization strategies and their behaviors during the book reading session indicated that they are reluctant to discuss race explicitly. Furthermore, neither mother’s self-reported racial socialization strategies nor their behavior in the lab predicted their children’s racial attitudes. Instead, children’s racial attitudes were related to their mothers’ friendships. Those children whose mothers had a higher percentage of non-European Americans friends showed lower levels of racial biases than those children whose mothers had a lower percentage of non-European American friends. This study suggests that children’s racial attitudes are unaffected by mothers’ vague messages about diversity; instead, it seems that mothers need to engage in intimate, cross-race relations and send explicit, frequent race-related messages if they hope to influence their children’s racial attitudes. / text

Purpose: The purpose of this paper is to contribute with knowledge regarding the connection between the socialization process and the organizational commitment perceived by junior accountants. Based on Van Maanen and Schein's (1979) model, we intend to identify and describe how selected socialization strategies affect junior accountants’ perceived affective, continuous and normative commitment during the initial five years in the firm. Research methodology: Semi-structured interview was chosen as the key approach for gathering essential data. Interviews were conducted at three major accounting firms with a total of eight interview participants. The study has a qualitative approach because of the ability to go in depth on the studied phenomenon. Conclusion: The socialization process consists of individual, informal, sequential, fixed, serial, and investiture strategies. A predetermined training program runs along the process however, which entails elements of a collective and formal approach. This study shows that several strategic choices in the socialization influence the affective and normative organizational commitment of junior accountants. The junior accountants find they can act according to their own values and affect their horizontal position in the organization. The study also indicates that the training program stimulates creation of contacts throughout the organization and gives assistants a feeling of obligation to "repay" the organization for the investment made in them.

Perceptions of parenting styles by parents and their 12-year-old preadolescents are studied One hundred seven parents and their adolescents enrolled in the first year of secondary education in one of four Catholic schools in Montevideo completed Affection, Rules and Requirements questionnaires. There were significant differences in parent perception in the critical / rejection and inductive factor subscale, depending on the gender of the adolescent. Preadolescent perceptions exhibit significant differences in indulgent and affection scales for father, and in affection, indulgent and inductive scales for mothers. Parents with a primary school education level appear significantly more inductive than those who were areuniversity graduates. / Se estudiaron los estilos parentales según la percepción de padres, madres y sus hijos e hijas de 12 años. Se aplicaron las escalas de Afecto y de Normas y Exigencias a 107 padres y madres y 107 hijos e hijas. Se encontraron diferencias significativas en la percepción de padres y madres, en el factor Crítica/Rechazo y en la subescala Inductiva, según el sexo de los hijos que respondieron. Las percepciones de hijos e hijas arrojaron diferencias significativas para los padres, en las escalas Afecto e Indulgente y para las madres en las escalas Afecto, Indulgente e Inductiva. Los padres con nivel de enseñanza primaria aparecieron significativamente más inductivos que quienes tuvieron estudios universitarios. / No artigo são estudadas as percepções dos pais, mais e seus filhos e filhas menores de 12 anos, sobre os estilos parentais em suas famílias. Foram aplicadas as escalas de Afeto, Normas e Exigências a 107 pais e mais e 107 adolescentes. Os resultados mostram diferenças significativas nas percepções sobre os pais e mais nas dimensões de crítica/rejeição e indutiva, dependendo se os respondentes são homens ou mulheres. As percepções de filhos e filhas sobre os pais mostraram diferenças significativas nas escalas de afeto e indulgente e as percepções de filhos e filhas sobre as mais mostraram diferenças nas escalas de afeto, indulgente e indutiva. Os pais com nível de educação primaria apareceram como mais indutivos que os pais que estudaram na universidade.

Purpose: This paper aims to describe the socialization process that audit associates experience within an auditing firm that is included in the Big 4-sphere. Our purpose is also to describe which attributes that characterize the organizational identity, and how these attributes are reflected in the self-image of the associates. Furthermore, we seek to explain how the socialization process has influenced the organizational identification. This subject is of interest since the business of auditing is facing higher demands from regulators and politicians, due to the bankruptcy of HQ-bank among others during the financial crisis in the beginning of the 21st century. Earlier research claims that the socialization process of recruits, especially in the initial state of the employment, has a major impact on their future values and attitudes in their job performance. Thus, the socialization process should also be a vital means to achieve organizational identification, which consequently will help the organization to assure a uniform outcome among its employees.       Methodology/approach: The collection of primary data was done by five interviews with audit associates, working within an auditing firm that belongs to the Big 4-sphere.  Findings: The socialization process within the auditing firm is foremost characterized by an informal socialization strategy, where learning by doing and interaction with more experienced colleagues are fundamental parts within the process. Hence, the serial strategy is integrated in the informal socialization process. Moreover, the individual socialization strategy is present in terms of the individual learning that takes place in the daily work context. Considering the explicit and mandatory steps within the personal development plan, the sequential strategy is distinct. Thus, with the emphasis on the educations, influences of the fixed strategy can also be identified. However, the personal development varies among the associates with differentiated goals, which is in accordance to a variable strategy. Finally, due to the complexity of the profession of auditing concerning specific skills, the socialization process has influences from both retaining and processing strategy.  The length of the employment enhances the degree of the organizational identification, and therefore also by how far the associate has made it in the socialization process. Attributes that characterize the organizational identity and that are reflected in the associates’ self-image are for example analytical skills, urge, quality, ambitious and stress-hardy. The socialization process can in various ways explain why these attributes are apparent.