Economic pressure, parent personality and child development: an interactionist analysis

"Der gegenwärtige ökonomische Abschwung in den USA und auf der ganzen Welt hat wieder die Aufmerksamkeit auf die Prozesse gelenkt, durch die Familien und Kinder durch ökonomische Härten belastet sind. Diese Studie betrachtet die Reaktionen auf ökonomische Härten in einer Stichprobe von Erwachsenen, die zum ersten Mal vor 20 Jahren befragt wurden, als sie noch Jugendliche waren. Insgesamt 271 der ursprünglichen G2 Jugendlichen (Durchschnittsalter M = 25.6 Jahre) nahmen an dieser Studie zusammen mit ihren kleinen Kindern (G3, Durchschnittsalter M = 2.31 Jahre zum ersten Erhebungszeitpunkt) und, in 81% der Fälle, zusammen mit dem anderen Elternteil des Kindes. Die Datenanalysen folgten einem interaktionistischen Modell und gingen davon aus, dass positive Persönlichkeitseigenschaften im Jugendalter der G2 weniger ökonomische Belastungen im Erwachsenenalter vorhersagen würden. Gleichzeitig wurde erwartet, dass diese positiven Persönlichkeitseigenschaften die negativen Familienprozesse aufhalten würden, die eine kompetente Entwicklung in G3 wahrscheinlich behindern. Die Befunde waren mit dem Selektionsaspekt im interaktionistischen Modell konsistent. Das Model sagte darüber hinaus vorher, dass ökonomischen Belastungen und andere familienbezogene Stressprozesse die Entwicklung von G3 über die frühere G2 Persönlichkeit beeinflussten. Der Sozialisationsaspekt im interaktionistischen Modell erhielt also auch Unterstützung. Die Befunde sprechen dafür, dass die Beziehung zwischen den ökonomischen Bedingungen und der Entwicklung von Kindern einen dynamischen Prozess aus Selektion und Sozialisation darstellt, der über Zeit und über Generationen zum Tragen kommt." (Autorenreferat)"The current economic downturn in the U.S. and around the world has refocused attention on the processes through which families and children are affected by economic hardship. This study examines the response to economic pressure of a cohort of youth first studied 20 years ago as adolescents and now grown to adulthood. A total of 271 of the original G2 adolescents (M age = 25.6 years) participated in the study with their young child (G3, M age = 2.31 years at the first time of assessment) and the child's other parent in 81% of the cases. Data analyses were guided by the interactionist model which proposed that positive G2 personality attributes during adolescence would predict lower economic pressure during adulthood and would diminish the negative family processes related to economic pressure expected to disrupt competent G3 development. The findings were consistent with this social selection aspect of the interactionist model. The model also predicted that economic pressure and other aspects of the related family stress process would affect G3 development net of earlier G2 personality. This social causation aspect of the interactionist model also received support. The findings suggest that the relationship between economic conditions and child development reflect a dynamic process of selection and causation that plays out over time and generations." (author's abstract

Financial stress

status: publishe

On the statistical evaluation of dose-response functions

The linear-quadratic dependence of effect on the dose of ionizing radiation and its biophysical implications are considered. The estimation of the parameters of the response function and the derivation of the joint confidence region of the estimates are described. The method is applied to the induction of pink mutations inTradescantia which follows the linear-quadratic model. The statistical procedure is also suitable for other response functions

Individual leader to interdependent leadership: A case study in leadership development and tripartite evaluation

This article is available open access through the publisher’s website at the link below. Copyright @ 2013 Sage Publications.The Problem - In this case study we see a move away from orthodox views of school leadership as “headship” to a more contemporary model of educational leadership wherein we note a departure from functional, curricula-based school leadership toward more human resource development (HRD) approaches. The aim of this study was to consider the effectiveness of an educational development program for middle leaders within an educational establishment. The Solution - We examined the impact of a bespoke higher education leadership development intervention in Leadership (and Change) on the formation and cohesiveness of a newly formed innovative leadership structure. The Stakeholders - The leadership development intervention was designed through a tripartite collaboration including a university, senior school leaders, and staff. The intervention was designed to shift leadership from individual leader agency to interdependent human leadership agency. Through tripartite evaluation we uncover leadership development praxis that transcends the boundaries of conventional educational leadership and reemphasizes the benefits of bridging the academic/practitioner divide and the application of theory to praxis

The influence of distributed leadership on teachers' organizational commitment: a multilevel approach

In the present study the effects of a cooperative leadership team, distributed leadership, participative decision-making, and context variables on teachers' organizational commitment are investigated. Multilevel analyses on data from 1522 teachers indicated that 9% of the variance in teachers' organizational commitment is attributable to differences between schools. The analyses revealed that especially the presence of a cooperative leadership team and the amount of leadership support played a significantly positive key role in predicting teachers' organizational commitment. Also, participative decision-making and distribution of the supportive leadership function had a significant positive impact on teachers' organizational commitment. In contrast, distribution of the supervisory leadership function and teachers' job experience had a significant negative impact

Existential Communication and Leadership

The aim of this article is to introduce and explain a number of important existentialist philosophers and concepts that we believe can contribute to a critical approach to leadership theory. Emphasis is placed on understanding the nature of communication from an existentialist perspective and so Jaspers' conceptualization of existential communication is introduced along with important related concepts that may be regarded as important facets of leader communication including Being-in-the-world, the Other, intersubjectivity, dialogue and indirect communication. Particular attention is paid to Buber's ideas on communication as relationship and dialogue. Throughout, reference is made to contemporary, and what is often regarded as orthodox, thinking regarding the centrality of communication to leadership practice as a means by which to highlight the salience of an existentialist analysis

Students Take Lead to Educate Faculty on the Use of Sex and Gender Terminology in Pre-clinical Courses

TOP WINNER Student leaders in the Lesbian, Gay, Bisexual and Transgender People in Medicine student run organization at the Medical College of Wisconsin noticed that curricular language around sex and gender was absent and/or incorrect in the pre-clinical medical school (M1/M2) courses. After reaching out to the M2 Endocrine/Repro Unit course director, students prepared a report to present to all M1/M2 Course Directors. Objectives: One goal of the report was to “educate the educators” so that faculty would have better understanding of the distinction between sex and gender. Ultimately this would translate to the students and improve overall future patient care. Methods: A presentation was developed and given at the quarterly M1/M2 course director meeting (Fall 2019). Information included statistics from the 2015 US Transgender Survey which underscored that ignorance surrounding sex versus gender terminology could result in an environment in which patients do not seek care. The student presentation comprehensively explained the definitions of sex, gender, cisgender and transgender. Course directors were given action items to evaluate their courses and afirm that terms were used appropriately. Student leaders provided contact information for faculty feedback. Conclusions/Impact: In February 2020, students reported of changes in some courses. For example, the M2 cardiovascular unit led off the session on women and heart disease with sex and gender definitions provided by students. Cardiovascular risks of hormonal therapy for transgender patients was included. Students noted that language around sex and gender in the M2 endocrine-repro unit was consistently correct (female not woman when discussing XX fetus). A M1 pharmacology lecture included the student\u27s definition slide as prelude to discussion of male/female differences in drug response. With little effort, students played an integral role in improving curricular content related to sex and gender medicine and further supporting the model that students are important drivers of change.https://jdc.jefferson.edu/sexandgenderhealth/1019/thumbnail.jp

The relationship between the perception of distributed leadership in secondary schools and teachers' and teacher leaders' job satisfaction and organizational commitment

This study investigates the relation between distributed leadership, the cohesion of the leadership team, participative decision-making, context variables, and the organizational commitment and job satisfaction of teachers and teacher leaders. A questionnaire was administered to teachers and teacher leaders (n=1770) from 46 large secondary schools. Multiple regression analyses and path analyses revealed that the study variables explained significant variance in organizational commitment. The degree of explained variance for job satisfaction was considerably lower compared to organizational commitment. Most striking was that the cohesion of the leadership team and the amount of leadership support was strongly related to organizational commitment, and indirectly to job satisfaction. Decentralization of leadership functions was weakly related to organizational commitment and job satisfaction