“Opt out” or kept out? The effect of stigma,structure, selection,and sector on the labor force participation of married women in India

Using the 61st and 68th rounds of National Sample Survey data, we investigate the role of stigma, the economy’s structure, potential selection bias, and sectoral differences in explaining the low labor force participation (LFP) of middle and secondary educated women in India relative to low‐ and high‐educated women (the “U‐shape”). Estimating LFP regressions on a sample of prime‐aged married women, we show that, controlling for background characteristics, if a woman’s husband works in a white‐collar job in a region with a high share of blue‐collar jobs, she is less likely to participate in the labor market (stigma). We also find a positive effect of an increase in an index of white‐collar job growth (structure) on married women’s LFP. These effects are present in both rural and urban sectors but are strongest in the rural sector. However, middle and secondary educated women are still found to have substantially lower LFP than low‐ and graduate‐educated women in both sectors. Indeed, over time, the U‐shape persists in the rural sector and deepens in the urban sector. Because unobservables are quite large in the urban sector, we use the method of instrumental variables and find an increasing return at middle levels but stagnation at higher levels.     

Correlates of Drug Testing Attitudes in a Sample of Blue Collar Workers

Using responses from 1429 workers employed in the wood products industry, we examine the relationship between drug testing (DT) attitudes and several demographic, organizational, job attitude, and job outcome variables. After controlling for age and marital status, analyses revealed moderate correlations between DT attitudes and alcohol and drug variables, DT program characteristics, organizational, and work attitude variables. DT attitudes were weakly but significantly related to absences, late work arrivals, accidents, and injuries. Implications of the findings and future research suggestions are discussed.     

Differential Association, Multiple Normative Standards, and the Increasing Incidence of Corporate Deviance inan Era of Globalization

This paper examines with the use of aggregate data from the U.S. Department of Justicethe extent of contemporary white-collar crime as a consequence of multiple normative standards existing within corporations. Given the implications of globalization, the desire for increased profits, and the declining role of regulatory agencies across much of the world (save for Europe, Japan, Mexico and India), paper suggests that the incidence of corporate deviance is likely to increase in the foreseeable future.     

男西服领型设计与结构分析

针对目前国内男西服领型的变化部位及结构特点进行概括、分类和总结。论述了对男西服领型创新设计的必要性,并结合具体的结构图和款式图来阐述男西服领型的创新设计和结构分析。     

领部开口量对女夏装热湿舒适性影响的主客观评价

介绍了开口形式及其对热湿舒适性的影响,以夏季女装领部开口结构为切入点,对领部开口量做量化控制,使所测得的数据具有可比性,便于做进一步的量化分析。对具有不同领部开口量的服装做主客观测试实验,探讨领部开口大小对服装热湿舒适性的影响。     

男西装领及门襟溯源

男西装发展至今,款式造型和结构设计都达到极其完美的程度。现今世界各地,时装流行变化无穷,但西装始终保持着它的基本造型。男西装从产生起始就顺应了男性物质、精神、审美活动的需要,是艺术与技术完美结合的典范。男西装领和门襟处于西装视觉的中心,它的美观与否起着关键的作用。     

初论中国制造业灰领人才危机

加入WTO后,中国经济正以信息产业为先导、现代制造业为中心的路径快速发展。高新技术支撑的现代制造业,需要大批适应知识经济要求的集知识性、技能性于一体被称作“灰领”的复合型技术人才。当前我国的制造业灰领人才供给总量不足、技术结构与素质严重失衡、年龄结构出现断层,这种现状已经引发了“灰领人才危机”,严重影响我国经济的持续发展。     

158.8mm钻铤裂纹原因分析

对158．8mm钻铤裂纹事故进行了调查研究。对裂纹形貌用扫描电镜和金相显微镜进行了全面观察分析，认为钻铤裂纹属于早期疲劳破坏。对钻铤裂纹部位的结构形状和材质进一步试验分析结果，认为裂纹正好处在内螺纹最后消失部位，该部位存在严重的应力集中。钻铤在使用过程中，从内表面应力集中严重部位首先萌生裂纹，最后扩展形成了穿透的裂纹。     

Women in blue collar and related occupations at the end of the millennium

Electricians, truck drivers, fire fighters, and sewing machine operators are some of today’s blue collar workers. Despite the steady decline in manufacturing, labor force projections suggest that blue collar work will continue to be an important source of employment for women as well as men. Equal opportunity, however, has eluded women in these occupations. Higher paying, more skilled jobs are held by men, while women remain concentrated in less skilled, lower paying jobs. Problems are identified and solutions suggested for integrating women into the nontraditional jobs, as well as for improving the wages and working conditions in traditional jobs.