Perceived risk of infection, one factor influencing HIV-related behavior decisions, has been the focus of expanding research efforts. A body of research now exists examining factors related to risk perceptions and the relationship between risk perceptions and behavioral decision making. This article examines 60 quantitative studies of HIV-related risk perceptions, identifies methodological and theoretical limitations or gaps in current knowledge, and suggests ways future research might better assess the role of risk perceptions and facilitate the adoption and maintenance of HIV-related health protective behaviors. The authors argue that mixed findings in the quantitative literature are due to (1) cross-sectional study designs that constrain or confound the interpretation of findings, (2) construct confusion and measurement inconsistencies. (3) insufficient consideration of specific subgroup or behavioral differences, and (4) inattention to situational norms and other contextual factors that influence risk perceptions and behavior.
How do contract professionals seek to control their working time? Here, the authors identify boundary work strategies through which contractors—both shift workers and project workers—maintain distinctions from employees with standard jobs. Drawing from interviews with contractors in three occupations, the authors identify sources of leverage for control of working time in payment systems, outsider status, and occupational networks. These structures allow contractors to reinforce boundaries between contract and standard employment and resist the overtime and overwork associated with standard jobs. Boundary work between contingent workers and employees may therefore generate inequalities of control, with implications for workers, managers, and organizations.
This research provides a look at men doing gender in the highly feminized context of temporary clerical employment. Male clerical temporaries, as with other men who cross over into “women's work,” face institutionalized challenges to their sense of masculinity. In particular, male clerical temporary workers face gender assessment—highlighting their failure to live up to the ideals of hegemonic masculinity. The resulting gender strategies these men adopt reveal how male clerical temporary workers “do masculinity”—often in a collaborative performance shaped by the gendered expectations of their agencies, their clients, and even themselves—to reassert the feminine identification of the job while at the same time rejecting its application to them. Paradoxically, rather than disrupting the gender order, the gender strategies used by these male clerical temporaries help to reproduce and naturalize the gendered organization of work and reinvigorate hegemonic masculinity and its domination over women and subaltern men.
Research on sexual harassment in the workplace has followed several trajectories: the extent of sexual harassment, labeling sexual harassment, responses to sexual harassment, and contributing factors to sexual harassment. Much of this research has been necessarily applied, leaving theoretical frameworks concerning sexual harassment underdeveloped. This research uses the case of the sexual harassment of temporary workers to develop grounded theory to provide a more structural understanding of sexual harassment. While temporary employment has increased dramatically in the past 15 years, researchers have only recently begun to document the effects of this trend. This research is based on 68 in-depth interviews from two broader studies on clerical temporary work in Chicago and Los Angeles. The researchers find that the organization of temporary work fosters sexual harassment through the magnification of asymmetrical power relationships.
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