Richard L. Simpson

Goals, Environmental Pressures, and Organizational Characteristics

With data from a mail questionnaire survey of voluntary associations, the general hypothesis is tested that the internal characteristics of organizations will vary with the range of internal and external pressures to which the organizations are exposed. Organizations are classified by two criteria reflecting the range of internal and external pressures they face. The data generally support three hypotheses derived from the general hypothesis: that organizations facing the widest range of pressures will tend to score low on an index of centralization of authority, and high in emphasis on membership involvement in organizational activities and attention devoted to internal communication.

Occupational Recruitment, Retention, and Labor Force Cohort Representation.

Occupations differ in recruting and retaining labor forces from different cohorts of workers. The measures cohort representation is constructed here to summarize outcomes of the different processes. The paper proposes an occupational competition model consisting of work qualifications, opportunities, rewards, and shelters to account for cohort representation in occupations. United States census data are used to follow four male and four female cohorts in 63 occupations over 20-year periods from 1920-40 through 1950-70. The model predicts recruitment from young cohort better that retention or recruitment from aging cohorts. High work qualifications and wide opportunities favored recruitment. This pattern developed progressively from each cohort to the next for men but appeared only in 1950-70 for women. Contrary to expectations, shelters and high rewards generally did not favor detention. Occupational characteristics rooted directly in the division of labor (qualifications and opportunities) structured the male and female labor markets in similar ways. Characteristics arising from the organization of labor markets within an existing division of labor (shelters and rewards) did not. Male labor markets were relatively structured; female labor markets were amorphous.

The ethical responsibilities of references

Unethical behavior by journal authors is rare, but some referees of manuscripts shirk their duties. Referees have ethical responsibilities to review manuscripts promptly, to write constructive comments for authors, to be tactful in their comments, and to avoid sectarian bias. An ethical question to which there is no agreed-upon answer is what to do when asked to review a paper that one has already reviewed for another journal.

Negro-Jewish Prejudice : Authoritarianism and Some Social Variables as Correlates

directed toward the early identification and fostering of individual talents.) It must be remembered that the data reported here though they corroborate the findings of other studies in this area refer to a single, small community which has not had any significant Negro in-migration. Moreover, it may well be that the one-third of the original white sample who left the community and could not be contacted is precisely the most ambitious white part of the group. These caveats and the hypothesis advanced here will be tested in a study presently being conducted among tenth graders in New York City high schools. Preliminary analysis of these data tend to confirm the findings reported here. Certainly the aspirational orientations and the attitudes toward school found in this community differ from the many impressionistic (and largely sensational newspaper) accounts of Negro youth in large metropolitan centers. A study presently being conducted by the senior author in New York City high schools will provide data which will allow us to test the