Continues the account of major philosophical currents in the west from Book 1. Shows the way philosophers reacted to the science of Galileo and Newton.

In the Severan period the proconsulship of Africa or Asia was normally held some 15 to 17 years after die consulship. Although there are comparatively few consuls in this period whose ages can be firmly established, what evidencethere is suggests that the consulship was normally held in the early forties, on occasions as early as the mid thirties: a consularis could, therefore, hope to attain a premier proconsulship aged about 60. Thus the future emperor P.Helvius Pertinax, who was born on (...) 1st August 126, held the proconsulship of Africa, probably in 188/9, at the age of 62. M. Didius Julianus, the imperial successor to Pertinax, also succeeded him in Africa aged about 56. C. Vettius Sabinianus was born before 136 and his proconsulship fell about 192/37 whenhe was at least 56 years old. (shrink)

In modern academic career systems there are a large number of entry positions, much smaller numbers of intermediate positions, and still fewer full professorships. We examine how this system has developed in Germany, the country where the modern academic system was introduced, tracing the historical development of academic positions since the early 19th century. We show both a differentiation and professionalization. At first, professorships and private lecturer positions were the only formal positions, but later, lower formal academic positions emerged. (...) Over the whole period, the share of higher academic positions steadily decreased. This differentiation process was closely connected to professionalization: remuneration through salaries was extended from professors to almost everyone working in the German academic system. We propose that the process of differentiation and professionalization was induced by the expansion and democratization of higher education. Finally, our study shows that the opportunities for PhDs to obtain salaried doctoral positions have increased since the 1950s. On the other hand, opportunities for PhDs to become a professor or obtain another tenured job have decreased since the 1980s due to a slowdown of higher education expansion. (shrink)

The history of philosophy has been unkind to philosophers who lived after Ockham and before Descartes, and Randall's great work here does much to make amends. With rare scholarship, he traces the outworking of the Medieval themes of neo-Platonism, Aristotelianism, and Ockhamite nominalism through the later Scholastics and early Italian Renaissance thinkers to their issue in the fathers of modern science. Then he traces the assimilation of those themes into the 17th century systems which posed the problems still in the (...) center today. His discussion of the following periods takes into account ethics and psychology as well as the relation between reason and science which dominated his earlier discussion; Randall is at his best in his comparative development of themes rather than in simple exposition of those modern thinkers who have received more detailed and careful treatment in extensive commentaries.--R. C. N. (shrink)

Background: Academic productivity has been studied by scholars all round the world for many years. However, in Vietnam, this topic has scarcely been addressed. This research therefore aims at better understanding the correlations between gender, age, research experience, the leading role of corresponding authors, and the total number of their publications in the specific realm of social sciences and humanities. Methods: The study employed a Scopus dataset with publication profiles of 410 Vietnamese researchers between 2008 and 2017. Results: Men did (...) not differ from women in academic publications (P=0.827). The proficiency of corresponding authors positively correlated with the number of published papers (rs=0.61, P<0.001). Lastly, the age of lead authors strongly correlated with scientific output (rs=0.74, P<0.001 for authors between 40 and 50 years of age). Conclusion: While scientific output correlated with the author ages and number of articles in which they led, it was not correlated with their gender in Vietnamese social science and humanities authors. (shrink)

This article explores some of the ambiguities regarding employment for middle-aged and older women in the Netherlands. The data are placed within a discussion about the historical, cultural and political factors that define the conditions under which Dutch women can remain active on the labour market until they retire. One of the main obstacles for the women in question is the historically embedded and culturally nourished image of the ‘ideal housewife’, that has not lost its attraction in the Netherlands. A (...) series of interviews with middle-aged and older career women points out that they are satisfied with their working lives, but their accounts also reveal the complexity of the paths that these women have chosen and the concessions they were forced to make in order to continue with their jobs. Their approach towards life demonstrates that the next generation of working women will still need to stretch the prevailing rigid social traditions. (shrink)

This study investigates the influence of chief executive officers' (CEOs) career horizon on the adoption of Global Reporting Initiative (GRI) standards for corporate social responsibility (CSR) reporting. Using data from A-share Chinese listed firms on the Shanghai and Shenzhen stock exchanges from 2010 to 2020, we employ logistic regression analysis to examine the empirical relationship. Our findings indicate that companies led by CEOs with shorter career horizons (older CEOs) are less inclined to adopt GRI reporting standards for CSR (...) reporting. This association is particularly pronounced in non-state-owned enterprises compared to state-owned enterprises. Additionally, we observe a weaker relationship between CEO career horizon and GRI adoption when the CEO possesses foreign experience. These results remain robust across various measures of CEO career horizons and econometric methodologies as well. The implications of our findings are significant for understanding the development and implementation of GRI standards for CSR reporting, particularly within the context of China. (shrink)

[v. 1] From the Middle Ages to the Enlightenment.--v. 2. From the German Enlightenment to the age of Darwin.

Seven informants , aged between 32 and 42, who had experienced at least one career change in their lives were interviewed about the history of their career trajectories. The interviews were analyzed according to the systematic and systemic reflexivity proposed by the phenomenological tradition: description, reduction and interpretation. The findings point to the need for professional guidance practice giving attention not only to professional information but also to a reflection of individual and work-related values. This would help both (...) young people and adults to see their own objectives more clearly and to be capable of formulating their own career plans and following them through. (shrink)

Tyler Burge argues on the basis of an account of memory that the notion of quasimemory cannot be used to answer the circularity objection to psychological accounts of personal identity. His account implies the impossibility of the "Parfit people," creatures psychologically like us who undergo amoeba-like fission at the age of twenty-one, with only one offshoot allowed to survive, and who have "quareers," made up of the career of the original person and the career of the sole survivor, (...) that exhibit the same sort of psychological continuity that characterizes normal human careers, and are such that epistemic warrant is preserved across the episodes of fission and often involves quasimemories that are not memories. But what he says about memory does not support the denial that such creatures are possible. Where he thinks de se attitudes are necessary, de se * attitudes, indexed to quareers instead of to careers, would serve equally well. It is further argued that the circularity objection to psychological accounts can be answered without appeal to the notion of quasi-memory. Because of the internal relations between the causal profiles of mental states and the persistence conditions of their possessors, in principle there can be a "package deal" definition that simultaneously defines both. (shrink)

This paper examines the influence of CEO career horizon problems on corporate social responsibility. We assume that as CEOs are getting older, they tend to disengage in CSR due to their shorter career horizons. We further argue that high levels of industry-level discretion and blockholder ownership amplify the negative effects of CEO age on CSR. Using a panel sample of US-based firms over 2004–2009, we do not find the main effect of CEO age on CSR, but find support (...) for the moderating effects, such that CEO age is negatively associated with CSR when there are high levels of ILD and blockholder ownership. Therefore, results suggest that CEO career horizon problems matter for CSR when CEOs have sufficient discretion over the firm’s strategic decisions and outside blockholders put more pressure on CEOs to engage in financial earning management. (shrink)

The introduction of social distancing, as part of efforts to try and curb the spread of the COVID-19 pandemic, has brought about drastic disruption to the world of the performing arts. In the UK the majority of professional orchestral musicians are freelance and therefore self-employed. These players, previously engaged in enjoyable, busy, successful, portfolio careers, are currently unable to earn a living carrying out their everyday work of performing music, and their future working lives are surrounded by great uncertainty. The (...) aim of the present study was to examine how established professional musicians are experiencing this period, and to look for similarities and differences between the experiences of musicians in the middle of their performing careers, with those of older players. Single semi-structured interviews were carried out over Zoom with 24 freelance, self-employed orchestral musicians; 12 mid-career musicians aged 35–45, and 12 seasoned musicians aged 53 and over. Thematic analysis identified themes common to both groups: the loss of a much-loved performing career, missing music making and colleagues, and anxiety about the future of the music profession. It also identified differences between the two groups: challenges to their identity as a musician, the extent of their anxiety about finances, the extent of their emotional distress, attitudes toward practicing and engaging in collaborative music making, and confusion over future career plans. Findings are discussed with reference to lifespan models of musicians' career development, the PERMA model of wellbeing, and the concept of resilience. (shrink)

The relative age effect is associated with advantages in competitive sports. While the RAE in elite male soccer reveals a skewed birthdate distribution in relation to a certain cut-off date, research of RAE in elite female soccer is affected by small number of samples and conflicting results. The purpose of this study was to investigate the RAE in elite adult German soccer regarding gender and competition level. The sample comprised 680 female and 1,083 male players of the two top German (...) leagues during the 2019/20 season and German national teams. Differences between the observed and expected birthdate distributions were analyzed using chi-square statistics and effect sizes followed by calculating odds ratios. Results showed a statistically significant RAE with small effect size across all players included for both genders. The identified RAE was based on an over-representation of players born at the beginning of the year. According to gender and competition level, RAEs were more pronounced in German male soccer. While significant RAEs were found among males in the first two leagues, the RAE of females was more pronounced in the second league. The analysis of RAE regarding the national teams revealed a statistically significant RAE with large effect size for only the youngest investigated age group of male players. Our data show an RAE in female and male German adult soccer, which could be accompanied by a loss of valuable elite players during the youth phase of the career. Consequently, the pool of talented players at the adult level would be limited. (shrink)

In the present context of aging populations, the question of how to support older workers who want to stay in employment longer is of particular importance, especially from a social justice perspective with regards to income. The challenges faced by organizations and governments are unprecedented. Interesting conclusions can be drawn from our research with regard to these challenges. First of all, the perception of retirement appears more or less unchanged over the years and remains very positive. Consequently, one of the (...) barriers to the employment of older workers may be the image of retirement itself, since it is still perceived as a gift or a right. Secondly, our results confirm that forcing people to stay longer in the labour market is a largely unpopular measure. Consequently, if public retirement plans offer limited income, governments and organizations should adopt a more voluntary approach to encourage older workers to stay in employment longer for a better income. Our results highlight the importance of the sector and type of job in the measures or incentives that could encourage older workers to stay in employment longer. Consequently, governments and organizations will probably have to adopt a contingent approach; i.e., all incentives do not necessarily fit all jobs or all sectors and social justice would require this be taken into account. We identified three sets of measures that could encourage older workers to stay in employment longer, and thus have access to better economic security: the reduction of working time, the flexibility of working time, and the individualization of retirement options and working time. The progressive reduction of their working time appears most interesting to our respondents. These measures appear to favour social justice in terms of income and right to employment at the end of active careers. (shrink)

Summary Whereas many aspects of the Augustan age continue to enjoy ongoing or renewed interest, the early careers of Tiberius Claudius Nero (born 16 November 42 BCE) and Nero Claudius Drusus (March/april 38 BCE), Livia’s sons from her marriage to Ti. Claudius Nero (pr. 42), have not been subject to much discussion or controversy of late. On the one hand, this could, perhaps, be explained in that they were quite young during the formative stages of the so-called Augustan monarchy, the (...) critical settlements being those of 27, 23 and 19 BCE, the eye-catchers par excellence in the political history of the early Augustan era. On the other hand, Livia’s sons only really emerge into the spotlight of both ancient sources and modern scholarship after the untimely passing of M. Vipsanius Agrippa in 12 BCE. This paper aims at revisiting the evidence for Tiberius’ and Drusus’ careers in the decade or so before the latter’s premature death in Germany in 9 BCE, the period preceding the rapid rise (and demise) of Gaius and Lucius Caesar. There are, indeed, strong indications that Livia’s sons played a far more important part than has hitherto been recognized, both in terms of their official position and their role in assisting Augustus with one of his most important political objectives, namely the imperial monopolization of the public triumph. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Global Health Careers:Serving the Navajo CommunityMaricruz Merino, Jonathan Iralu, and Sonya ShinGallup Indian Medical Center (GIMC) sits on a hilltop in Gallup, New Mexico, a town of 20,000 in the four corners region of the Southwestern United States. From its third story windows one can see the red cliffs of the nearby Navajo Nation, a 27,000 square mile reservation that reaches into Arizona, northern New Mexico, and the southern (...) edges of Utah. It is a vast, rural landscape that houses more than 350,000 Navajos. For many on the reservation, healthcare is provided by Indian Health Service hospitals such as GIMC."Are you going to stay?" is a common question for new doctors at GIMC. The Navajo know that their geographic location, while beautiful and attractive to many young providers, will also be the reason they leave. It is hard for doctors to be away from their own homelands. Aging parents get sick, [End Page 86] educational opportunities arise, and children who need to be near extended family are born. But to the Navajo, the story of an individual provider is not so important or memorable. All they know is that providers come and go."Are you here to experiment on us?" is yet another question. Years of exploitation and efforts to destroy traditional ways and language have made many Navajo wary of healthcare providers, no matter how genuine their intentions. Many are so fearful of the hospital—they regard it as "the place to go die."Yet despite this initial suspicion, the Navajo are welcoming people at heart, and tend to develop relationships of trust with their providers. Parents will begin to talk about their grief over a son that has committed suicide or a daughter who died from alcoholic cirrhosis. The elderly will tell you how they care for their five orphaned grandchildren while they can barely take care of their own diabetes. A carpenter tells you he has not worked in a year and feels worthless. An HIV-positive woman will tell you she has been sleeping in a dry river bed because she has no place to go. It quickly becomes apparent that as a physician you will be treating patients with enormous social challenges in addition to complex medical conditions.The origins of the Federal Government's involvement in the healthcare of American Indians and Alaskan Natives (AI/ANs) in the 19th century arose out of both legal obligation and concern for self- preservation. Health services were promised to AI/ ANs in exchange for land, settlements, and agreements. In addition, infectious diseases endemic on reservations as a consequence of crowding and abject poverty, including smallpox and tuberculosis, were seen as a major public health concern. The responsibility of Native American health was first granted to the War Department, then to the Bureau of Indian Affairs, and finally to the Public Health Service in 1955 under the heading of the IHS, or Indian Health Service (U.S. Commission on Civil Rights, 2004; National Library of Medicine, 1994).Since then, the IHS has had many successes. Vaccination rates have gone up, and rates of pneumonia and tuberculosis have gone down significantly. Maternal and infant mortality have declined, and life expectancy has increased (Indian Health Services, 1999). Nonetheless, these improvements remain overshadowed by glaring health disparities among AI/ANs across a broad spectrum of diseases, both communicable and non-communicable, acute and chronic. Native Americans experience higher rates of obesity, diabetes, and cardiovascular disease than the general United States population. They are also more likely to die from alcohol-related causes and in accidents. Life expectancy remains more than five years less than that of the general U.S. population (U.S. Commission on Civil Rights, 2004; U.S. Department of Health and Human Services, 2000).Underlying these health indicators is the continued impoverished status of most AI/ANs. In Navajo, almost half of the population lives below the poverty line. According to the Navajo Nation, the current unemployment rate is 42% (Navajo Nation Department of Economic Development, 2011). Many Navajo on the reservation do not have running water or electricity. They heat with wood, which they chop and haul themselves—regardless... (shrink)

Individual soccer performance is notoriously difficult to measure due to the many contributing sub-variables and the variety of contexts within which skills must be utilised. Furthermore, performance differs across rather specialised playing positions. In research, soccer performance is often measured using combinations of, or even single, sub-variables. All too often these variables have not been validated against actual performance. Another approach is the use of proxies. In sports research, the age of athletes when winning championship medals has been used as (...) a proxy for determining their age of peak performance. In soccer, studies have used the average age of players in top European leagues or in the Champions League to determine the age of individual peak performance. Such approaches have methodological shortcomings and may underestimate the peak. We explore the use of a new proxy, the age at nomination for major individual awards, to determine the average age at peak individual soccer performance. A total of 1,981 players nominated for major awards from 1956 to 2019 were included, and a subset of 653 retired players was extracted, thus including players’ complete careers. Players’ average ages at nomination, at their first nomination, and at their last ever nomination were calculated, and differences across playing positions were calculated together with changes over time in the average age at peak. Based on our proxy, the age of individual peak soccer performance occurs around 27–28 years, varying across playing positions from 26 to 31 years. A player’s first peak, on average, seems to coincide with known peaks of physiological variables; their last-ever peak occurs long after physiological performance has started to decline, indicating that the decline can be compensated for by other variables. The peak age is higher than previously reported for soccer; however, it is similar to those in other team ball sports. The average age at peak performance has increased over time, especially in the last decade. Our approach of using proxies for unearthing information about hidden features of otherwise immeasurable complex performance appears to be viable, and such proxies may be used to validate sub-variables that measure complex behaviour. (shrink)

Using diversity climate theory and research, this paper examines the relationships among an organization’s actions which indicate a value for age diversity and potential applicants’ reactions toward that organization. Specifically, we investigate the interactive effects of an organization’s age diversity, an organization’s age diversity management practices, and potential applicants’ individual attitudes toward age diversity on two outcome variables, organizational attractiveness and expected age discrimination. We conducted an experimental survey study with a sample of 244 German employees likely to be in (...) the job market again in their careers. Organizational age diversity and age diversity management practices were positively related to organizational attractiveness and negatively related to expected age discrimination. Results also support a three-way interaction of an organization’s age diversity, an organization’s age diversity management practices, and potential applicants’ attitudes toward age diversity on both dependent variables. The findings demonstrate the importance of considering individual attitudes toward age diversity in assessing the effectiveness of an organization’s age diversity and age diversity management practices. (shrink)

Globally, the population is ageing, which has serious consequences for businesses. The prosperity of companies is crucially dependent on the ability to effectively manage their employees, including older workers. Best practice in age management is defined as those measures that combat age barriers and/or promote age diversity. These measures may entail specific initiatives aimed at particular dimensions of age management; they may also include more general employment or human resources policies that help to create an environment in which individual employees (...) can achieve their potential without being disadvantaged by their age. Promoting early retirement is generally not encouraged. Companies now have to encourage longer working lives. Much needs to be done to ensure that work remains a positive experience for workers throughout their career trajectories, and it does not damage their health. It has been found by studies that health is significantly related to retirement timing, influences work performance, and health-related organisational policies can positively influence employee retention. The major contemporary challenges to health at work are those associated with the way work, and work organisations are designed and managed. This is especially true for older workers. A comprehensive and effective approach towards age management can be very beneficial for them. How should companies implement age management? Some possible ways are set out in this policy brief below, which focuses on best practices in age management regarding ergonomic aspects and health interventions for older workers at an organisational level. The intention is to discuss the current situation and to illustrate some organisational techniques in selected countries. This policy brief can serve as an inspiration for, among others, companies and policymakers. Recommendations for successful practice are included. In total, this policy brief covers 8 COST member countries to give a glimpse of the current situation of best practice in age management and show how companies in various states deal with ergonomic aspects, health interventions and the ageing of their labour force. (shrink)

Great critical theorists from Marx and Engels to Adorno and Horkheimer not only came from the margins but also stayed faithful to the plight of the marginalized. They refused to compromise about the struggle for equality and tried to universalize its emancipatory essence. From Marx to Benjamin, critical philosophers who showed fidelity to the cause were denied a career in European universities and made impoverished, stateless, and homeless. Marginalization and critical theory are inseparable; yet, today, Marxism is institutionalized, and (...) the Frankfurt School's Critical Theory is gentrified. Critical Theory from the Margins, however, revives the Critical Theory that endorses criticism, aiming to negate dominant regimes of truth. It is unapologetic in its fidelity to the universalist struggles of the minoritized. In that spirit, Saladdin Ahmed shows that capitalism imposes a totalitarian social mode of existence and neoliberalism perpetuates fascism as a class of ideology across nationalist and religious movements. This book, then, is both a theorization and an argument in favor of the application of the episteme of the silenced as the essence of the critical education necessary for achieving universal emancipation. (shrink)

A combination of “environmental factors” in the U.S. has led to an increased demand for health care professionals. However, there has been a significant decrease in the number of U.S. medical graduates selecting careers in family medicine and general internal medicine, thus driving demand for international medical graduates. At the heart of our national workforce policy needs to be good domestic and foreign policies, such as self-sufficiency approaches that include strategies to incentivize rural and underserved practice for U.S. medical graduates.

This special issue assembles contributions from the global North and South to inquire into the future of the “social” from an interdisciplinary perspective, drawing on sociology, political science and law. What does “social” mean, and do social policy and the welfare state have a future in a global age? The issue is published on the occasion of the eightieth birthday of Franz-Xaver Kaufmann, who is considered the doyen of the sociology of social policy in Germany.

This study assessed the extent to which college students, tomorrow's executives, agreed with various commonly heard assertions regarding the tactics of those climbing the corporate career ladder. The study used essentially the same data collection instrument as that used in a recent study of business executives. The results indicate a highly significant relationship of the opinions to church affiliation, citizenship, and race of the subjects. Moderate levels of significant opinion differences related to the subjects' school, age, social class, and (...) gender. The subjects' opinions were not significantly related to their academic department, gradepoint average, or work experience. (shrink)

This study assessed the extent to which college students, tomorrow's executives, agreed with various commonly heard assertions regarding the tactics of those climbing the corporate career ladder. The study used essentially the same data collection instrument as that used in a recent study of business executives. The results indicate a highly significant relationship of the opinions to church affiliation, citizenship, and race of the subjects. Moderate levels of significant opinion differences related to the subjects' school, age, social class, and (...) gender. The subjects' opinions were not significantly related to their academic department, gradepoint average, or work experience. (shrink)

Introduction : a search for icons -- Burke in brief : a "philosophical" primer -- Old seeds, new soil : the land of Paine -- John and J.Q. Adams : federalist persuasions -- Democratic America : the ethos of liberalism -- American Whigs : a conservative response -- The Gilded Age : eclectic interpretations -- Theodore Roosevelt : blazing forward, looking backward -- Woodrow Wilson : confronting American maturity -- Modern times : conjunctions and consensus -- Natural law : a (...) neo-traditionalist revival -- The Cold War : existential threat redux -- Contemporary conservatives : victories and illusions -- Conclusion : a world without fathers. (shrink)

A career in academics entails far beyond teaching. Being an academician is a very good job. The freedom to think creatively and learn is priceless. In addition, an academician working towards a PhD goes through intellectually stimulating experience to be shared. Having a PhD is a must to all academics since the PhD experience is about much more than learning to do deep work in some technical area of expertise and being constructively critical. The key is to figure out (...) ways of moving between the different facets of the job without becoming too crazy. In another aspect, an academician is most likely to encounter his role model in teaching, research and professional service environments which are the platforms in pursuit towards excellence. In fact, these are the three main areas within which a faculty member must demonstrate excellence and achievement in order to be promoted: research, teaching and professional service. Indeed, there may be an array of promotion tracks to fit such different career paths; these tracks may have different requirements for promotion. It is critically important that the junior faculty member be familiar with the requirements of their particular track early in the course of their career. He should find out the relevant requirements and expectations for promotion and be thinking about these matters from an early point in his career, rather than near the end when the promotion clock is ticking. This paper also focuses on the significance of getting a PhD, sharing good lessons and experiences during doctorate training, and giving practical job strategy description and academic solutions for a career roadmap towards excellence. The paper is written from the perspective of the authors, the former who has survived the fast track promotion process from a lecturer to a full professor at quite an early age of 39 years old and the latter having promoted to senior lecturer within five years of tenure. In the earlier section of this paper, it attempts to answer the questions: What is academic excellence and what defines "success" in academic excellence? What is required for promotion? The questions of where young and new academicians are heading to and how do they get there are also highlighted by laying out a general career roadmap academic excellence plan and importantly, present strategies to deal with the potential pitfalls and avoid some of the bumps in the road towards striving for academic excellence. (shrink)

The underrepresentation of females in mathematics-related fields may be explained by gender differences in mathematics self-concept (rather than ability) favoring males. Mathematics self-concept typically declines with student age, differs with student ethnicity, and is sensitive to teacher influence in early schooling. We investigated whether change in mathematics self-concept occurred within the context of a longitudinal intervention to raise and sustain teacher expectations of student achievement. This experimental study was conducted with a large sample of New Zealand primary school students and (...) their teachers. Data were analyzed using longitudinal multilevel modelling with mathematics self-concept as the dependent variable and time (which represents students’ increasing age each year), gender, and ethnicity entered as predictors and achievement in mathematics included as a control variable. Interaction terms were also explored to investigate changes over time for different groups. All students demonstrated a small increase in mathematics self-concept over the three-year period of the current study but mathematics self-concept was consistently greater for boys than girls. Māori, Asian, and Other students’ initial mathematics self-concept was higher than that of New Zealand European and Pacific Islanders’ (after controlling for achievement differences). However, a statistically significant decline in mathematics self-concept occurred for Māori students alone by the end of the study. The expected age-related reduction over time in student mathematics self-concept appeared to be mitigated in association with the longitudinal study. Nevertheless, the demonstration of a comparatively lower mathematics self-concept remained for girls overall and declined for Māori. Our results reinforce implications for future research into mathematics self-concept as a possible determinant of female student career choices. (shrink)

Substantial gender disparities in career advancement are still apparent, for instance in the gender pay gap, the overrepresentation of women in parttime work, and the underrepresentation of women in managerial positions. Regarding the developmental origins of these gender disparities, the current study examined whether children’s views about future career and family involvement were associated with children’s own gender schemas and parents’ career- and family-related gender roles. Participants were 142 Dutch families with a child between the ages of (...) 6 and 12 years old. The families had different compositions. Children completed a computer task assessing gender stereotypes about toys and questionnaires on gender identity and their views about future career and family involvement. Parents reported their occupation, work hours, and task division in the home, which were combined in a composite variable reflecting gender-typicality of career and family involvement. Generalized estimation equations were used to take into account dependency between family members. Results revealed that parents’, and especially mothers’, gender-typical career and family involvement was associated with children’s gender-typical views about future career and family involvement. In addition, children’s felt similarity to the same gender was associated with children’s gender-typical expectations about career and family involvement. These findings suggest that parents’ career, work hours, and task division in the home, together play an important role in how their children envision their future work and family roles. Children themselves also play an active role in developing this vision for the future by their own gender identity, specifically by how similar they feel to individuals of the same gender. To reduce gender disparities in the occupational and domestic domain, programs need to be designed that focus on parental role modeling in the family as well as children’s gender identity development. (shrink)

The satisfaction of doctoral students is very important for the quality of higher education. Based on two-factor theory, this study used a person-centered approach to examine possible doctoral student satisfaction profiles. In total, 4,964 participants were included in the study, and the results of latent profile analysis showed that they could be classified into four subgroups: the low-motivation–low-hygiene group, the low-motivation–high-hygiene group, the high-motivation–low-hygiene group, and the high-motivation–high-hygiene group. Analyses showed that the PhD students differed significantly in their satisfaction-profile membership (...) depending on their gender, age, country, study-abroad status, work status, and caring responsibilities. Specifically, male students, younger students, and students studying abroad tended to be more satisfied with both motivation and hygiene factors. Besides, regarding maintaining and stimulating doctoral students’ academic career enthusiasm, motivation factors can compensate for the negative impact of the absence of hygiene factors, not the other way around. Therefore, it can be seen that two-factor theory has a certain explanatory power for changes in academic career enthusiasm, but it must be adjusted in a certain way considering the special characteristics of the population. (shrink)

Abstract:This paper describes how anticipated age discrimination in the form of disparate treatment induces behavior that in effect constitutes gender discrimination. Potential employers often exhibit a common pattern of behavior that acts to discriminate against older workers entering a specific workplace. Women, at a decision-making point early in their lives, are aware of this pattern of discrimination. They perceive that it is important for them to establish their careers before they have a family because it will be more difficult for (...) them to enter the work force at a later age and excel at their careers. This anticipated age discrimination disparately impacts women, resulting in gender discrimination. (shrink)

This article presents an analysis of research results on two categories of workers and job candidates - the youngest and the oldest. These age group cohorts are under the greatest pressure in the Russian labour market: the greatest difficulties in getting a job, age discrimination, etc. Paradoxically, these groups show not a difference but rather a similarity in their value orientations. They often experience latent and obvious discrimination from HR managers. As a result, in many respects these groups tend to (...) have similar views about the labour market and their "life chances" to build a career and maintain income stability. The younger and older age groups are ready to interact with each other, but stereotypes about old age make this process difficult. State policies that support certain age groups in the labour market often intensify intergenerational conflicts rather than hinder them. The Corona Virus pandemic has significantly affected the position of the youngest and oldest people in the labour market, putting them in a situation where they cannot apply for good jobs and have to accept any work. (shrink)

This study investigated potential risk factors (coping, perfectionism and self-regulation) for substantial injuries in contemporary dance students using a prospective cohort design, as high-quality studies focusing on mental risk factors for dance injuries are lacking. Student characteristics (age, sex, BMI, educational program and history of injury) and psychological constructs (coping, perfectionism and self-regulation) were assessed using the Performing artist and Athlete Health Monitor (PAHM), a web-based system. Substantial injuries were measured with the Oslo Sports Trauma Research Center (OSTRC) Questionnaire on (...) Health Problems and recorded on a monthly basis as part of the PAHM system. Univariate and multivariate logistic regression analyses were conducted to test the associations between potential risk factors (i.e. student characteristics and psychological constructs) and substantial injuries. 99 students were included in the analyses. During the academic year 2016-2017, 48 students (48.5%) reported at least one substantial injury. Of all factors included, coping skills (OR: 0.91; 95% CI: 0.84–0.98), age (OR: 0.67; 95% CI: 0.46–0.98) and BMI (OR: 1.38; 95% CI: 1.05–1.80) were identified as significant risk factors in the multivariate analysis. The model explained 24% of the variance in the substantial injury group. Further prospective research into mental risk factors for dance injuries with larger samples sizes is needed to develop preventive strategies. Yet, dance schools could consider including coping skills training as part of injury prevention programs and, perhaps, providing special attention to younger dancers and those with a higher BMI through transitional programs to assist them in managing the stress they experience throughout their (academic) career. (shrink)

This essay examines the recurrence of New Age typologies in different ages and different cultures. The archetype is defined as the revolutionary idealist who is intellectual, declassé, an experimenter and a seeker after truth. The essay then proceeds to compare and contrast key intellectual and spiritual figures to establish the extent to which they conform to the archetype: Percy Shelley and Otto Gross, Mahatma Gandhi and St. Francis of Assisi. It concludes with an examination of the career and ideas (...) of John Middleton Murry and argues the case for him to be seen as a New Age archetype — the New Age man of letters. (shrink)