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Purpose: The purpose of this paper is to examine associations between: family support during the school-age period, and school-age bullying (short-term associations); and family support during the school-age period and workplace bullying (long-term associations) for lesbian, gay and bisexual (LGB) adults in Britain. Design/methodology/approach: The authors employ retrospective questions regarding family support for LGB children and school-age bullying and questions regarding workplace bullying in the respondents' present jobs. A 2016 data set was utilized which was created by attending events during the UK LGBT History Month. Findings: The empirical investigation demonstrates that supportive family environments toward LGB children reduce both school-age and workplace bullying. Practical implications: Given the increasing number of people self-identifying as LGB, the significant percentages of school and workplace bullying incidents and the corresponding negative effects on people's lives, it is important to examine the benefits of family support with regards to reducing school and workplace victimization. This study also reports that family support could have an enduring influence on the experiences of LGB children and adults. Originality/value: No known research has considered the possible developmental benefits of family support on reducing future workplace bullying for LGB children. In addition, this might be the first study which simultaneously examines family support toward LGB children, school-age and workplace bullying. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits.Design/methodology/approach The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur.Findings Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions.Practical implications Within the labor market, masculine personality traits may increase competency levels and leadership capability.Social implications As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men.Originality/value Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales. [ABSTRACT FROM AUTHOR]

The number of endovascular aortic repairs (EVARs) has surpassed the number of open surgical repairs of abdominal aortic aneurysms (AAAs) worldwide. The available commercial endoprostheses are composed of materials that are stiffer than the native aortic wall. As a consequence, the implantation of stent–graft endoprostheses during EVAR increases aortic rigidity and thus aortic stiffness, resulting in a decrease in abdominal aorta compliance. EVAR has been found to have a possibly harmful effect not only on heart functions but also on other vascular beds, including kidney function, due to the decrease in aortic compliance that it causes. Aortic stiffness is measured by various hemodynamic indices like the pulse wave velocity (PWV), the central aortic pressure (CAP), and the augmentation index (AIx). In the literature, there are increasing numbers of studies investigating the properties of endografts, which are strongly related to increases in aortic stiffness. However, there is a lack of data on whether there is a correlation between the length of various endografts implanted during EVAR and the increase in the PWV, CAP, and AIx postoperatively compared to the preoperative values. The aim of this prospective, observational, monocentric, single-arm study is to investigate the correlation between endograft length and the postoperative increase in the PWV, CAP, and AIx in patients subjected to EVAR. Additionally, this study intends to identify other endograft properties related to increases in the PWV, CAP, and AIx. Other endpoints to be studied are the existence of immediate postoperative myocardial and kidney injury after EVAR. The prediction of cardiovascular events caused by endograft-related increased aortic stiffness could contribute to the improvement of various endograft properties so that the impact of endografts on the native aortic wall can be minimized. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to provide empirical patterns regarding trans people's self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people. Design/methodology/approach: A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study's patterns were captured. Findings: The outcomes suggest that trans people's self-esteem and self-respect are enhanced by policy makers' positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people's self-esteem. However, if a workplace policy is perceived to be a recognition of trans people's worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people's self-expressions are not constrained in ways that could cause them self-esteem difficulties. Practical implications: The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members' needs. The authors suggest that when employers utilize policy makers' positive workplace policies they may be able to realize positive organizational outcomes in their firms. Social implications: The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group. Originality/value: To the best of the authors' knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter. [ABSTRACT FROM AUTHOR]