A Global Hypothesis for Women in Journalism and Mass Communications: The Ratio of Recurrent and Reinforced Residuum

This paper examines the status of women in communications industries and on university faculties. It specifically tests the Ratio of Recurrent and Reinforced Residuum or R3 hypothesis, as developed by Rush in the early 1980s [Rush, Buck & Ogan,1982]. The R3 hypothesis predicts that the percentage of women in the communications industries and on university faculties will follow the ratio residing around 1/4:3/4 or 1/3:2/3 proportion females to males. This paper presents data from a nationwide U.S. survey and compares them to data from global surveys and United Nations reports. The evidence is overwhelming and shows the relevance and validity of the R3 hypothesis across different socio-economic and cultural contexts. The paper argues that the ratio is the outcome of systemic discrimination that operates at multiple levels. The obstacles to achieving equality in the academy as well as media industries are discussed and suggestions for breaking out of the R3 ratio are included.

A Global Hypothesis for Women in Journalism and Mass Communications: The Ratio of Recurrent and Reinforced Residuum

This paper examines the status of women in communications industries and on university faculties. It specifically tests the Ratio of Recurrent and Reinforced Residuum or R3 hypothesis, as developed by Rush in the early 1980s [Rush, Buck & Ogan,1982]. The R3 hypothesis predicts that the percentage of women in the communications industries and on university faculties will follow the ratio residing around 1/4:3/4 or 1/3:2/3 proportion females to males. This paper presents data from a nationwide U.S. survey and compares them to data from global surveys and United Nations reports. The evidence is overwhelming and shows the relevance and validity of the R3 hypothesis across different socio-economic and cultural contexts. The paper argues that the ratio is the outcome of systemic discrimination that operates at multiple levels. The obstacles to achieving equality in the academy as well as media industries are discussed and suggestions for breaking out of the R3 ratio are included.

Saha-Langmuir surface ionization relation

Ion production rate in cesium thermionic converter related to Saha-Langmuir surface ionization equatio

Tool repairs tube components in situ

Two versions of a portable tool repair the seats of tube fittings and the flared ends of tubing. Each version operates on the principle of lapping to remove imperfections from tube and fitting interfacing surfaces

Predicting the effectiveness of commute reduction plans using neural networks

Thesis (S.B.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, 2005.Includes bibliographical references (p. 26-27).Commute trip reduction plans are being implemented at an increasing number of worksites. In order to be able to structure the most effective plan for a specific worksite, it is necessary to understand the factors that determine commuter response to company incentives to change commuting habits. This study compares the predictive ability of neural networks compared to linear regression models in calculating the change in vehicle trip rate (VTR) at a given worksite over a year long travel plan period. Using a Los Angeles area dataset (n = 3439), linear regression and neural network models were constructed and optimized using input variables including worksite incentives, business type and number of years of incentives at the worksite. Significant differences(p=0.006, 0.007) in program effectiveness were discovered between the results of local authority worksites ([delta]VTR = -1.495) and both businesses ([delta]VTR = -0.986) and hospitals ([delta]VTR = -0.728). It was determined that the neural network (R² = 0.229) performed better than the linear regression models (R² = 0.038) when evaluated by R², representing an improvement of 0.014 on previous models.(cont.) However, when measuring the ability of the models to predict within a certain interval around the output the linear regression models outperformed the neural network model by a factor of 35 percentage points. The lack of strong linear correlations between the inputs and the outputs of these models suggests that the most significant factors in creating successful transportation demand management programs are not currently being tracked. Given the statistically significant superior performance at local authority worksites it is suggested that more worksite demographics are tracked.by Monica R. Rush.S.B

The influence of selected factors on burnout among faculty in higher education

The purpose of this study was to explore demographic variables and job satisfaction and the relationship with burnout among higher education faculty. The sample included 248 tenured professors selected through simple random sampling techniques. A three-part instrument was used: the Maslach Burnout Inventory (MBI-ES), which measured levels of burnout based on subscales of Emotional Exhaustion, Depersonalization, and Personal Accomplishment; the Job Descriptive Index (JDI) and Job in General (JIG) scales, which indicated job satisfaction in areas of: Work on Present Job, Present Pay, Opportunities for Promotion, Supervision on Present Job, People in Present Job, and Job in General; and, a Demographic Data Questionnaire. Findings included: the population studied were relatively satisfied with all aspects of their work except Opportunities for Promotion and Present Pay. They were evenly dispersed on the MBI. A significant portion of the variance (47%) of Emotional Exhaustion burnout (F = 35.751, df = 234, p = \u3c .001) was explained by: satisfaction with Job in General, satisfaction with Work on Present Job, reported health condition, and current age. A significant portion of the variance (31.6%) of Depersonalization burnout (F = 17.559, df = 234, p \u3c .001) was explained by: satisfaction with Work on Present Job, having other financial responsibility, and years since granted tenure. A significant portion of the variance (17,4%) of Personal Accomplishment burnout (F = 12.153, df = 234, p \u3c .001) was explained by: satisfaction with Work on Present Job, having a Ph.D., Job in General, and reported health condition. Conclusions included: faculty were generally dissatisfied with Opportunities for Promotion and Present Pay. Faculty were generally not significantly burned out. Emotional Exhaustion burnout was significantly influenced by: satisfaction with Job in General, Work on Present Job, and reported health condition(s). Depersonalization burnout was significantly influenced by: satisfaction with the Work on Present Job, having other financial responsibility, and years since granted tenure. Factors that significantly influenced Personal Accomplishment burnout included: satisfaction with Work on Present Job, having a Ph.D. degree, and satisfaction with the Job in General. Recommendations which could lessen the measured levels of burnout were included