Youth exposure to violence prevention programs in a national sample

This paper assesses how many children and youth have had exposure to programs aimed at preventing various kinds of violence perpetration and victimization. Based on a national sample of children 5–17, 65% had ever been exposed to a violence prevention program, 55% in the past year. Most respondents (71%) rated the programs as very or somewhat helpful. Younger children (5–9) who had been exposed to higher quality prevention programs had lower levels of peer victimization and perpetration. But the association did not apply to older youth or youth exposed to lower quality programs. Disclosure to authorities was also more common for children with higher quality program exposure who had experienced peer victimizations or conventional crime victimizations. The findings are consistent with possible benefits from violence prevention education programs. However, they also suggest that too few programs currently include efficacious components.     

Upset among youth in response to questions about exposure to violence,sexual assault and family maltreatment

To assess whether youth are upset by being asked questions about sensitive kinds of abuse, victimization, family maltreatment, and sexual victimization in the course of standard epidemiological surveys. A national sample of youth aged 10–17 were interviewed on the telephone by experienced interviewers as part of the National Survey of Children Exposed to Violence. At the end they were asked whether answering questions had upset them. Of the youth interviewed, 4.5% reported being at all upset and 0.8% reported being pretty or a lot upset. However, only a minority of those upset, .3% of the total sample, said they would not participate again had they known about the content. But even in this group, the regret about participation was mostly due to the length of the survey, not the types of questions being asked. Thus, asking about exposure to abuse and sensitive kinds of victimization in standard interview surveys is associated with low levels of respondent upset due to the nature of the questions.     

Is Science Me? Exploring Middle School Students’ STE-M Career Aspirations

This study explores middle school students’ aspirations in science, technology, engineering, and medical (STE-M) careers by analyzing survey data during their eighth and ninth grade years from an ethnically and economically diverse sample of Southern California urban and suburban public school students (n = 493). Students were classified based on their responses to questions about their science ability beliefs and subjective task values using latent class analysis (LCA). Four distinct groups of students were identified: Science is Me; I Value Science But Don’t Do It Well; I Can Do Science but I Don’t Value It Highly; and Science is Not Me. Few students (22 %) were classified as having strong science ability beliefs, and only a third as strongly valuing learning/doing science; a majority (57 %) were in the Science is Not Me category, underscoring the scope of the challenge to invite more young people to want to learn science. As predicted, students who believed they could do science and valued science were more likely than others to indicate interest in STE-M careers. This relationship between perceptions and aspirations was true regardless of gender, ethnicity, and type of STE-M field, but varied depending on socioeconomic status. Using LCA to organize information about students’ science self-perceptions may help target specific interventions to student interests and aspirations and better support and encourage their persistence in STE-M careers.     

The Contextual Importance of Diversity: The Impact of Relational Demography and Team Diversity on Individual Performance and Satisfaction

ABSTRACT : Organizations are seeing an increase in the level and types of diversity among their employees. It is important that managers understand the myriad of ways that diversity influences employees. This study investigates the effect of being different on an individual's performance and satisfaction levels. Being different on visible characteristics (i.e., sex, age, race) predicted negative outcomes. Being different on informational characteristics (educational background, years of work experience) had both positive and negative effects on objective performance but no effect on satisfaction or perceived performance. The level of team diversity (the degree to which a team is heterogeneous and homogeneous) influenced the outcomes above and beyond that of being different. The results of this study have real consequences for the way diversity is managed in organizations.