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We describe trends in maternal employment and leave-taking after birth of a newborn and analyze the extent to which these behaviors are influenced by parental leave policies. Data are from the June Current Population Survey (CPS) Fertility Supplements, merged with other months of the CPS, and cover the period 1987 to 1994. This time span is one during which parental leave legislation expanded at both the state and federal level. We also provide the first comprehensive examination of employment and leave-taking by fathers of infants. Our main finding is that leave expansions are associated with increased leave-taking by both mothers and fathers. The magnitudes of the changes are small in absolute terms but large relative to the baseline for men and much greater for college-educated or married mothers than for their less-educated or single counterparts.

Men who request a family leave are viewed as poor organizational citizens and ineligible for rewards. In addition to a poor worker stigma, we found that male leave requesters suffer femininity stigma. Compared with control targets, male leave requesters were viewed as higher on weak, feminine traits (e.g., weak and uncertain), and lower on agentic masculine traits (e.g., competitive and ambitious). Perceptions of weakness uniquely predicted greater risk for penalties (e.g., being demoted or downsized) and fully accounted for the effect of poor worker stigma on male leave requesters’ penalties. By contrast, the poor worker stigma and both agency and weakness perceptions contributed to their reward recommendations. Results were comparable regardless of the reason given for requesting a family leave, target race (White or Black), and participant gender. The implications of these findings for work–life balance and gender equality are discussed.

***Note: Figures may be missing from this format of the document This study investigates whether rights to parental leave improve pediatric health. Aggregate data are used for 16 European countries over the 1969 through 1994 period. More generous paid leave is found to reduce deaths of infants and young children. The magnitudes of the estimated effects are substantial, especially where a causal effect of leave is most plausible. In particular, there is a much stronger negative relationship between leave durations and post-neonatal or child fatalities than for perinatal mortality, neonatal deaths, or low birth weight. The evidence further suggests that parental leave may be a cost-effective method of bettering child health.

This study investigates the economic consequences of rights to paid parental leave in nine European countries over the 1969 through 1993 period. Since women use virtually all parental leave in most nations, men constitute a reasonable comparison group, and most of the analysis examines how changes in paid leave affect the gap between female and male labor market outcomes. The employment-to-populations ratios of women in their prime childbearing years are also compared with those of corresponding aged men and older females. Parental leave is associated with increases in women's employment, but with reductions in their relative wages at extended durations.

Abstract In this study, meta-analytic procedures were applied to determine the gen- eralizability of the relationship between job satisfaction and intent to leave. The results were consistent with the hypotheses: The relationship between job satisfaction and intent to leave was significantly different from zero and consistently negative. Furthermore, across levels of job satisfaction, employees from a large U.S. federal agency were less likely than employees within the private sector to leave the organization. Subsequent analyses on the federal agency studies showed that career stage indicators (age and tenure) moderated the relationship between job satisfaction and intent to leave.

We assess the case for generous government-funded maternity leave, focusing on a series of policy reforms in Norway that expanded paid leave from 18 to 35 weeks. We find the reforms do not crowd out unpaid leave and that mothers spend more time at home without a reduction in family income. The increased maternity leave has little effect on children's schooling, parental earnings and labor force participation, completed fertility, marriage, or divorce. The expansions, whose net costs amounted to 0.25% of GDP, have negative redistribution properties and imply a considerable increases in taxes at a cost to economic efficiency.

Building on the social exchange perspective and organizational support theory, this study examined the relationships among employees' justice perceptions, perceived organizational support (POS), organizational commitment and intention to leave. A hypothesized model was developed and tested using hierarchical regression analyses on a sample of 514 practising solicitors in Hong Kong. The results showed that both procedural and distributive justice contributed to the development of POS, and POS mediated their effects on organizational commitment and intention to leave. As expected, organizational commitment was negatively related to intention to leave. Additional analyses revealed that these relationships held for both partners and non‐partners in law firms.

BACKGROUND: Nurse job dissatisfaction has been the primary predictor of intent to leave; however, although many predictors of job satisfaction have been identified, little is known about the influence of variable nurse attitudes, such as psychological empowerment and hardiness, on job satisfaction. OBJECTIVE: The purpose of this study was to investigate the relative influence of nurse attitudes, context of care, and structure of care on job satisfaction and intent to leave. METHODS: A nonexperimental, predictive design evaluated these relationships in a nonrandom sample of 90 registered staff nurses using instruments with known psychometric properties. RESULTS: The major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/physician collaboration, and group cohesion. CONCLUSIONS: Results supported the influence of nurse attitude on job satisfaction relative to other contributing factors.

This analysis uses March Current Population Survey data from 1999 to 2010 and a differences-in-differences approach to examine how California's first in the nation paid family leave (PFL) program affected leave-taking by mothers following childbirth, as well as subsequent labor market outcomes. We obtain robust evidence that the California program doubled the overall use of maternity leave, increasing it from an average of three to six weeks for new mothers--with some evidence of particularly large growth for less advantaged groups. We also provide evidence that PFL increased the usual weekly work hours of employed mothers of 1- to 3-year-old children by 10 to 17 percent and that their wage incomes may have risen by a similar amount.

Reality shock : why nurses leave nursing , Reality shock : why nurses leave nursing , کتابخانه مرکزی دانشگاه علوم پزشکی ایران

In this article, we have reviewed the reasons why we (collectively) want to love or leave the venerable (but perhaps hoary) MSE. We have also reviewed emerging alternative signal fidelity measures and discussed their potential application to a wide variety of problems. The message we are trying to send here is not that one should abandon use of the MSE nor to blindly switch to any other particular signal fidelity measure. Rather, we hope to make the point that there are powerful, easy-to-use, and easy-to-understand alternatives that might be deployed depending on the application environment and needs. While we expect (and indeed, hope) that the MSE will continue to be widely used as a signal fidelity measure, it is our greater desire to see more advanced signal fidelity measures being used, especially in applications where perceptual criteria might be relevant. Ideally, the performance of a new signal processing algorithm might be compared to other algorithms using several fidelity criteria. Lastly, we hope that we have given further motivation to the community to consider recent advanced signal fidelity measures as design criteria for optimizing signal processing algorithms and systems. It is in this direction that we believe that the greatest benefit eventually lies.

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Abstract Both work engagement and job embeddedness have seen dramatic growth in research interest over the past few years. Briefly, work engagement can be defined as a positive, fulfilling state of mind, most commonly characterized by vigour, dedication, and absorption. Job embeddedness, in contrast, captures components of an individual's attachment to their job and can be said to consist of links, perceptions of person–environment fit, and the sacrifices involved in quitting. Despite some strong similarity in the constructs in their theoretical bases, there has been no attempt to distinguish them empirically. Thus, the primary research question driving this study was whether work engagement and job embeddedness were empirically distinct constructs. Using a sample of US employees from a wide variety of industries and occupations (n=587), their supervisors, and their closest co-worker, we found via confirmatory factor analysis that engagement and embeddedness were unique constructs. Moreover, using usefulness analysis, we found that engagement and embeddedness each shared unique variance with in-role performance and intention to leave. We discuss the implications of these findings relative to work on motivation and attachment and develop practical implications from our findings as well as directions for future research.

In a survey of 2,200 individuals, the authors examined the degree to which work environments are structured to complement the creative requirements of jobs. Regression analyses indicated that proximal job characteristics were more strongly associated with a combined objective and perceptual measure of job-required creativity than were distal organizational characteristics. Furthermore, higher job satisfaction and lower intentions to leave were found for individuals whose work environments complemented the creative requirements of their jobs.

Overview Entering S.M.E. Majors: Choice and Preparation Majors: Choice and Preparation The Learning Experience in S.M.E. Majors Career and Lifestyle, Time and Money Issues of Gender Issues of Race and Ethnicity Some Conclusions and Their Implications.

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Although skeptics continue to doubt that most people are “ideological,” evidence suggests that meaningful left‐right differences do exist and that they may be rooted in basic personality dispositions, that is, relatively stable individual differences in psychological needs, motives, and orientations toward the world. Seventy‐five years of theory and research on personality and political orientation has produced a long list of dispositions, traits, and behaviors. Applying a theory of ideology as motivated social cognition and a “Big Five” framework, we find that two traits, Openness to New Experiences and Conscientiousness, parsimoniously capture many of the ways in which individual differences underlying political orientation have been conceptualized. In three studies we investigate the relationship between personality and political orientation using multiple domains and measurement techniques, including: self‐reported personality assessment; nonverbal behavior in the context of social interaction; and personal possessions and the characteristics of living and working spaces. We obtained consistent and converging evidence that personality differences between liberals and conservatives are robust, replicable, and behaviorally significant, especially with respect to social (vs. economic) dimensions of ideology. In general, liberals are more open‐minded, creative, curious, and novelty seeking, whereas conservatives are more orderly, conventional, and better organized.