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Drawing on publications produced by one of the oldest and leading professional associations dealing with intellectual disability (ID), this paper explores the continual maintenance of expertise over potentially contested classifications. I find that, given unforeseen difficulties among professionals in actually defining and classifying what is currently known as ID as well as the later addition of new stakeholders in the advocacy field, professionals’ understanding of revision shifted over time from a problem to ultimately be solved to a “legacy of revision” used to explain past changes in criteria and anticipate further ones. In analyzing this legacy, I focus on professionals’ understanding of several shifts surrounding diagnostic and classification criteria over the course of the twentieth and into the twenty-first century. To the extent that previous literature suggests that ambiguities surrounding classification are to be expected, this paper shows how professionals in the ID field drew on resonant themes and rhetorically (re)framed past and future changes in their maintenance of expertise in a field that dramatically shifted in what was acceptable in the treatment of people with disabilities. [ABSTRACT FROM AUTHOR]

This paper studies the effect of occupational licensing on the education-occupation mismatches and the logarithm of hourly wages of natives and immigrants in the United States using longitudinal data from the 2014 sample of the Survey of Income and Program Participation (SIPP). On average, licensing reduces the skills mismatch and raises hourly wages among natives but not among immigrants. Over time there is only minimal convergence between the outcomes experienced by licensed natives and immigrants, highlighting that licensing does not produce uniform benefits, by immigrant status. Rather, it appears to institutionalize substantive differences in the quality of the skill matches and hourly pay of native and immigrant licensed workers and professionals. [ABSTRACT FROM AUTHOR]

While climate change is increasingly being viewed as one of the most critical issues affecting the landscape design and horticultural industries today, research indicates that many current professionals feel unprepared to address climate change issues in their practice. This paper summarises a survey of faculty and students in post-secondary horticulture and landscape architecture/design programmes within the United States about existing practices of educating students (future professionals) about climate change, as well as perceived priority topics and information needs. Results identify areas where additional instructional resources may be needed, as well as climate-related topics receiving more emphasis than others. The study also identifies differences in student and faculty perceptions about the extent and importance of instruction in specific areas. Finally, this paper raises a number of unresolved questions regarding the underlying reasons for some topics receiving greater emphasis, and the potential implications from lack of emphasis on others. [ABSTRACT FROM AUTHOR]

Professional forecasters can rely on econometric models, on their personal expertise or on both. To accommodate for adjustments to model forecasts, this paper proposes to use two stage least squares (TSLS) (and not ordinary least squares [OLS]) for the familiar Mincer–Zarnowitz regression when examining bias in professional forecasts, where the instrumental variable is the consensus forecast. An illustration for 15 professional forecasters with their quotes for real gross domestic product (GDP) growth, inflation and unemployment for the United States documents the usefulness of this new estimation method. It also shows that TSLS suggests less bias than OLS does. [ABSTRACT FROM AUTHOR]

This paper documents the gender gap in performance among highskilled professionals in the United States. On the basis of widely used performance measures in law firms, we find that male lawyers bill 10 percent more hours and bring in more than twice as much new client revenue as female lawyers. The differential impact across genders in the presence of young children and differences in aspirations to become a law firm partner account for a large share of the difference in performance. We show that accounting for performance has important consequences for gender gaps in lawyers' earnings and subsequent promotion. [ABSTRACT FROM AUTHOR]

Bilingual professionals are considered an asset in the workplace. However, bilingual professionals at times perceive their language skills as a liability. This paper examined bilingual professionals' perceptions of their language skills and the factors that influence their views. Focus groups were used to capture the perspectives of 15 bilingual professionals who speak English and Spanish and work in a court system in the eastern region of the United States. Findings reveal challenges rooted in discrimination that convert bilingual professionals' perceptions of their language skills from an asset to a liability. Participants highlight unfair practices affecting Limited English Proficiency (LEP) clients. These practices force bilingual professionals to become protectors and gatekeepers to prevent adverse outcomes and provide access to services in the court and across social service systems. Ultimately, bilingual professionals' perceptions of their language skills depended on how others used their language skills in the workplace. To support bilingual professionals and provide quality services to LEP clients, social work administrators must evaluate structural supports and provide training specific to the cultural aspect of language for all employees. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived internal and external pay equity on organizational commitment (OC) among US scholars of color.Design/methodology/approach The study surveyed 160 professionals. Correlation and hierarchical regression were employed to test the hypotheses.Findings Perceived pay equity directly influenced OC and interacted with scholarly productivity to affect commitment. Highly productive participants who perceived pay equity reported the highest commitment. When pay was seen as inequitable, the most productive scholars reported the lowest commitment. Perceived internal pay equity had an effect, over and above perceived external pay equity on commitment.Research limitations/implications The study was conducted in one industry in the USA, so the results should be generalized cautiously. While, the data were single-source and cross-sectional, the findings were consistent with previous research.Practical implications Findings may be useful for minority scholars’ supervisors since they have knowledge of the productivity and salaries in the department and can provide a detailed explanation for pay differences to enhance pay equity perceptions, particularly for the most productive scholars.Originality/value This study adds to the equity and relative deprivation theory research investigating the effect of perceived pay equity on employee outcomes by examining perceived internal and external pay equity perceptions and productivity on OC. Results suggest that highly productive minority professionals in higher education are particularly sensitive to pay equity. [ABSTRACT FROM AUTHOR]

With the rise of clinical management, new skills of medical doctors stand out, including leadership skills. Medical doctors organize medical work and improve patient care. The training of frontline leadership skills, however, is weakly developed in residency programmes. Medical professional cultures tend to resist organizational techniques and values. This paper analyses cultural interventions in health-care organizations, aimed at overcoming ‘clashes’ between professional and organizational logics in frontline domains. These interventions do not work against, but ‘use’ professional traditions, styles and customs as cultural resources. We use one particular project to illustrate this, a project in which internal medicine residents are invited to join quality improvement sessions, during which they identify critical (organizational) experiences with care provision and realize change. We show how residents feel enabled to establish results and cooperate with other professionals. We also show how this project links organizational responsibilities and medical professionalism – how complementarity (instead of conflict) is established. This is done in practical ways, which commit instead of alienate medical professionals. [ABSTRACT FROM PUBLISHER]

This article chronicles the journey of an immigrant female mathematician in the United States. The chronicle encompasses early training, encouragements received, road-blocks encountered and the background while growing up which shaped the core of her being. The loving, supportive and educative background she received early in life provided the strength to withstand the hurdles thrown in the path of her career advancement. These hurdles are not unique to the author; many immigrant professionals face similar situations. The purpose of the article is to bring awareness to these challenges such professionals face and how they still persevere with discipline and focus. [ABSTRACT FROM AUTHOR]

This paper examines representations of urban domestic sphere and communication technologies in Playboy during the 1950s and 1960s. I argue that Playboy carved out a space for a seamless relationship between work (production) and leisure/free time (reproduction) in the domestic sphere, specifically the bachelor pad, which contributed to current notions of the live–work lifestyle. Combining work, consumption, and leisure through technology within the home permits the erosion of boundaries between work and free time. Consequently, advances in communication and entertainment technologies, consumerism and Playboy's celebration of the urban bachelor pad contributed to current definitions of the good life and reflected the paradigm shift to the post-industrial economy and the subsequent emergence of the knowledge economy. [ABSTRACT FROM AUTHOR]

This paper explores the migration processes and labor incorporation of two professional groups of Mexicans in the United States: engineers and nurses. Certification standards, the ability of migrants to act as agents, and the involvement of various actors in the migratory process are analyzed in order to understand how differentiated labor paths are built within and between each occupational group in the US labor market Other structural factors that helped to understand the processes studied were the motivations to migrate, family and professions networks, and gender. [ABSTRACT FROM AUTHOR]

The ways in which children and adolescents become interested in science have been well studied. However, little is known from a lifespan perspective about how this process continues from childhood through adulthood. This cross-national study builds an understanding of doctoral students in the sciences in the Chile and the United States and how they choose to pursue careers in the life sciences from childhood to adulthood. Fifteen Chilean and 15 U.S. doctoral students were interviewed using the life story approach. The qualitative analysis indicates that the main difference between the two groups when pursuing science across their lifespans was their valuation of and experience with different learning approaches, with 'collectivist' approaches being more typical for the Chilean students and 'individualist' approaches for the U.S. students. On the other hand, the principal similarities between the two groups were related to participants' experiences and perceptions of science at each life stage: 'playing science' as children, 'studying science' as adolescents, 'doing science' as young adults and undergrads, and 'labouring in science' and 'practising science' as professionals and doctoral students. Implications for pedagogical practice and planning for science teaching and teacher training are addressed. [ABSTRACT FROM AUTHOR]

As employment relationships become more tenuous, as work grows increasingly virtual and as professional reputations circulate across online platforms, coworking provides individuals across various work arrangements with shared workspaces oriented towards sociability, visibility and convenience. Our study explores how coworking spaces also enable individuals to shape their professional identities while providing other important attributes of work to help it feel embodied and grounded. Drawing from interviews and surveys of members of a large coworking chain across the United States, we find that coworking spaces serve as identity anchoring environments. We find that many workers use material elements of the space to ground their professional identities in three ways: evidencing professional credibility, enacting a common ethos and energising connections with others. More broadly, we also find that coworking operators package and sell the physical, spatial and symbolic aspects of work to help certain workers signal their professional selves. [ABSTRACT FROM AUTHOR]

Work–family policies are meant to support labor force participants, but they often result in lower rewards for those who use them. Based on the ideal worker norm framework and signalling theory, we hypothesise that parental leave duration will result in lower wage growth, above and beyond that of having children. The 1997 National Longitudinal Survey of Youth data from 2000 to 2015 are used to test the hypotheses with a longitudinal sample (14 waves) of individuals in the United States who worked before and after taking parental leave (n = 6723). Discontinuous growth models are used to predict the penalty for parental leave duration for men and women. We find that both men and women suffer from a lower hourly wage growth for taking longer parental leave and that there are more severe penalties for taking paid parental leave than taking unpaid parental leave. Practitioner notes: What is currently known?utilization of parental leave is significantly related to the wellbeing of employees and their families.However, employees are penalized for taking parental leave. What this study adds?Paid parental leave, which is mostly available to skilled, professional employees carries a noticeable early‐career wage penalty, but the use of unpaid leave, does not.Both men and women are penalized for taking parental leave, but the longer parental leaves women take increase the gender pay gap. Implications for practitioners:HR practitioners should monitor whether employees are penalized for taking parental leave.HR practitioners should try incentivizing male employees to take parental leave that is comparable to the one taken by their female employees. [ABSTRACT FROM AUTHOR]

Organizational life is rife with conflict between groups that pursue different goals, particularly when groups have strong commitments to professional identities developed outside the organization. I use data from a 30-month comparative ethnographic field study of four U.S. Army combat brigades to examine conflict between commanders who had a goal of fielding a mission-ready force and mental health providers who had a goal of providing rehabilitative mental health care to soldiers. All commanders and providers faced goal and identity conflict and had access to similar integrative mechanisms. Yet only those associated with two brigades addressed these conflicts in ways that accomplished the army’s superordinate goal of having both mission-ready and mentally healthy soldiers. Both successful brigades used what I call “anchored personalization” practices, which included developing personalized relations across groups, anchoring members in their home group identity, and co-constructing integrative solutions to conflict. These practices were supported by an organizational structure in which professionals were assigned to work with specific members of the other group, while remaining embedded within their home group. In contrast, an organizational structure promoting only anchoring in one’s home group identity led to failure when each group pursued its own goals at the expense of the other group’s goals. A structure promoting only personalization across groups without anchoring in one’s home group identity led to failure from cooptation by the dominant group. This study contributes to our understanding of how groups with strong professional identities can work together in service of their organization’s superordinate goals when traditional mechanisms fail. [ABSTRACT FROM AUTHOR]

The complex relationship between professional success and civic engagement among educated immigrant professionals is little understood. This qualitative study examines the social processes linking professional attainment and civic involvement among immigrant professionals, with the purpose to deepen understanding of the mechanisms through which civic participation is tied to occupational pathways and advancement. We report on findings from interviews with 62 U.S. immigrants, all professionals and employed in various occupations to understand the dynamic processes through which civic involvement and professional achievement are mutually constitutive. Immigrant professionals are engaged civically; community engagement among this population is overwhelmingly tied to professional and vocational interests and skills. They participate in both formal and informal community-based organizations and groups, and many are transnational in scope. [ABSTRACT FROM AUTHOR]

This study aimed to explore uncommon alternatives or fresh ideas in emergency management by comparing the US and Korean emergency management cultures. Qualitative content analysis was used as the major methodology in the comparison, which considered five factors common to the two nations: ideology, key players, management principles, material resources, and international efforts. A key finding is that, although these two nations are far apart, each country has similarly developed its own emergency management culture. The difference is that the US circular culture emphasises diverse interests, whereas the Korean angular culture is oriented more toward its professional class. Based on the results, it is recommended that each nation improve its management culture by learning from and adopting the advantages of its counterpart. The greatest value of this research is in providing a basic mechanism for the systematic comparison of two different emergency management cultures. [ABSTRACT FROM AUTHOR]

Following significant intelligence failures, the United States intelligence community adopted Intelligence Community Directive 203 (ICD203) to promote analytic rigor. We developed two psychometric scales to examine how strongly intelligence professionals (N = 108) endorsed the analytic standards comprising ICD203 and how strongly they believed their organizations complied with these standards. All ICD203 facets were highly endorsed and clustered into three principal components, and perceived organizational compliance was high. Facets reflecting intelligence aims were endorsed more strongly than those reflecting means. ICD203 endorsement was positively related to conscientious and actively open-minded thinking, whereas perceived organizational compliance was positively correlated with conscientiousness, job satisfaction, and affective and normative commitment. [ABSTRACT FROM AUTHOR]

Research has shown that rankings of personal values significantly differ between accounting professionals and accounting students in the United States and other countries. This difference implies a lack of Person-Organization (P-O) fit between students and the accounting profession. This study presents an educational pedagogy, using both a Curriculum Modification (CM) Intervention and a Value Self-Confrontation (VSC) Intervention, that highlights professional values and can lead to value change in accounting students. Experimental results indicate that this pedagogy can have a significant impact on converging student values with those of the profession (AICPA ethics code). This finding suggests that a Curriculum Modification Intervention combined with a VSC Intervention could be used by educators globally to converge values of accounting students with those of professional accountants, thereby improving ethical decision-making by individuals, as well as having positive impacts on accounting firms' hiring, socialization, and retention of employees. [ABSTRACT FROM AUTHOR]

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Although considerable evidence indicates that public preferences for income inequality and redistribution vary across socioeconomic groups (i.e., occupation and income), much less is known about the temporal dynamics of these preferences. The purpose of this study is (a) to examine whether the attitudinal distance between managerial/professional workers and unskilled manual workers has changed (converged or diverged) over time and to (b) explore the reasons for and implications of the dynamics of preferences in the past several decades. Using data from the General Social Survey 1978–2016 (23 time‐points; N = 27,211), this study finds that the influence of occupational class has lost some of its significance in shaping public preferences for income inequality and that the declining effect of occupation can be explained in part by the attitudinal convergence between better‐ and less‐educated citizens. Findings suggest that proequality coalitions across educational boundaries play a remedial role in bridging the occupational divide over government redistribution in the United States. [ABSTRACT FROM AUTHOR]

There is a significant lack of diversity within the teaching population nationwide that reflects historical, political, and institutional racialized inequality. In the context of physical education, ethnic minority teachers often report feeling 'different,' marginalized, and struggle to negotiate the dominant school culture they feel they do not belong to. Purpose: To explore how race and gender intersect in the lived experiences of ethnic minority female PE teachers in predominantly white schools in the United States. Methods: This study used narrative and visual research methods. Results: Participants often felt isolated and uncomfortable in their educational contexts, actively seeking out other ethnic minorities to make meaningful connections and validate their lived experiences. Discussion: The intersection of race and gender in participants' embodied identities reflects sexist and racist systems in which white privilege is positioned as normal or universal. PE and PE teacher education programs must actively work to disrupt and destabilize these norms. [ABSTRACT FROM AUTHOR]

The majority of professional STEM (science, technology, engineering, and mathematics) scientists are still male, despite increasing levels of female graduates in those areas. Here, I show that, consistent with this pattern, females are significantly underrepresented in entomology positions in academia and the federal government. In both employment sectors, female share of positions also significantly decreases with increasing rank, while the reverse is true for men. At the highest federal government grade level occupied by entomologists, mean salary for females is significantly lower than for males. These results show that female entomologists, despite representing between 40 and 50% of doctoral graduates in the last 10 y, are employed at levels far below their share of graduates and, as such, are underemployed. [ABSTRACT FROM AUTHOR]

Many skilled professional occupations are characterized by an early period of intensive skill accumulation and career establishment. Examples include law firm associates, surgical residents, and untenured faculty at research-intensive universities. High female exit rates are sometimes blamed on the inability of new mothers to survive the sustained negative productivity shock associated with childbearing and early childrearing in these environments. Gender-neutral family policies have been adopted in some professions in an attempt to “level the playing field.” The gender-neutral tenure clock stopping policies adopted by the majority of research-intensive universities in the United States in recent decades are an excellent example. But to date, there is no empirical evidence showing that these policies help women. Using a unique dataset on the universe of assistant professor hires at top-50 economics departments from 1980–2005, we show that the adoption of gender-neutral tenure clock stopping policies substantially reduced female tenure rates while substantially increasing male tenure rates. However, these policies do not reduce the probability that either men or women eventually earn tenure in the profession. (JEL I23, J16, J24, J32, J44) [ABSTRACT FROM AUTHOR]

While several professionals, organizations and departments may be a part of the instructional designing process usually faculty, instructional designers, and administrators are key stakeholders and collaborators. Although there are some studies related to the process of instructional designing, there is little by way of research that has investigated the stakeholders' perceptions of the key characteristics of effective collaboration within instructional designing projects. Thus, there is a gap in our understanding of the phenomenon of instructional designing project collaboration. This hermeneutic phenomenological study seeks to add to the literature by sharing the perceptions of seven stakeholders in different roles, who have collaborative instructional designing experiences within Midwestern higher education institutions. Practitioner and research implications are also discussed. The data revealed nine core characteristics perceived as crucial to effective collaboration within instructional design projects. These characteristics are discussed using the metaphor and associated acronym of CHAMELEON (Communication, Humility, Adaptability, Mentorship, Empathy, Looping, Engagement, Oscillation, Networking). [ABSTRACT FROM AUTHOR]

Using Japanese data, we investigate whether there is a positive association between audit team composition based on the number of senior auditors, assistant auditors, and other professional staff on the audit team and audit fees and a variety of commonly used measures of audit quality (likelihood of issuing a going concern opinion and a first-time going concern opinion for a sample of financially distressed companies, the absolute value of discretionary and working capital accruals). We find that the number of senior auditors, assistant auditors, and other professional staff on the audit team are positively associated with audit fees. We find that the number of senior auditors on the audit team has a positive association with audit quality. However, the number of assistant auditors and other professional staff on the audit team are not significantly associated with any of our audit quality measures. [ABSTRACT FROM AUTHOR]

This article demonstrates how class origin shapes earnings in higher professional and managerial employment. Taking advantage of newly released data in Britain’s Labour Force Survey, we examine the relative openness of different high-status occupations and the earnings of the upwardly mobile within them. In terms of access, we find a distinction between traditional professions, such as law, medicine, and finance, which are dominated by the children of higher managers and professionals, and more technical occupations, such as engineering and IT, that recruit more widely. Moreover, even when people who are from working-class backgrounds are successful in entering high-status occupations, they earn 17 percent less, on average, than individuals from privileged backgrounds. This class-origin pay gap translates to up to £7,350 ($11,000) lower annual earnings. This difference is partly explained by the upwardly mobile being employed in smaller firms and working outside London, but it remains substantial even net of a variety of important predictors of earnings. These findings underline the value of investigating differences in mobility rates between individual occupations as well as illustrating how, beyond entry, the mobile population often faces an earnings “class ceiling” within high-status occupations. [ABSTRACT FROM AUTHOR]

This article explores the subtle yet far-reaching ways that cultural environments shape the uses of the evening hours among business professionals in three countries. Drawing on interviews with professional men and women living and working in Paris, Oslo, and San Francisco from a spectrum of professional fields and employers, the article explores their evening routines. Three contrasting patterns are identified. Where the early evening hours between 17:00 and 21:00 are concerned, French, Norwegian, and American professionals traverse different cultural terrains. The French professionals and their employers treat this temporal zone as a status-conferring period. Adhering to a transorganizational cultural convention defining the early evening as work time, they use these hours to distinguish themselves as committed practioners of their métier equipped with status and authority. In Norway, comparable professionals approach this period as nonwork time off limits to their employer. Early departures from the office are encouraged and facilitated in the Norwegian workplace. Among the American professionals far less uniformity prevails among the evening routines of respondents working in different organizations and occupations. This variability is explained by the absence of the higher-level temporal conventions present in the two European contexts. In the American setting two deciding factors come into play: the temporal expectations of the professional's employer and the bargaining power wielded by the individual professional vis-à-vis this employer. These differences between the evening routines of the three groups reflect important cultural differences across countries with broadly similar postindustrial landscapes. [ABSTRACT FROM AUTHOR]

Nursing professionals are constantly exposed to several risk factors and high levels of stress that can affect their mental, emotional, and physical health, which can trigger burnout syndrome. This article aims to use bibliometric analysis to investigate burnout research trends among nursing professionals worldwide and to compare the contributions of different countries/institutions, scientific journals, authors, keywords, and citations. A bibliometric study was performed using the Scopus and Web of Science databases, in the period up to November 2021, aiming to search original and review articles in the English language regarding burnout in nursing professionals. The analysis was performed with a sample of 1406 articles. The most cited article indicated that 43% of nurses had high burnout scores, and a similar percentage were dissatisfied with their work. The most productive and most cited country in the world was the United States of America. Regarding the 10 most cited documents, there were no studies that could provide interventions to reduce burnout in nursing professionals, which can result in a need to develop studies on prevention capable of mitigating the problem, in view of the impacts generated on their mental, emotional, and physical health. [ABSTRACT FROM AUTHOR]