Support Saves Lives: Exploring the Relationship Between Age of Transition, Family Support, and Retrospective K-12 Educational Experiences in Transgender Suicidality.

Purpose: The purpose of this study is to test the association between protective and risk factors, including age of transition, K-12 experiences, and family support, on suicidality among transgender and gender nonbinary/gender queer (TNB) adults. Methods: Our analysis relies on data from the 2015 United States Transgender Survey. We used separate logistic regression models to predict lifetime suicidal ideation and suicide attempt among 19,121 survey respondents. Results: Negative K-12 experiences significantly predict higher likelihood of both suicidal ideation and suicide attempt for transgender people, regardless of age of transition, and after controlling for a host of covariates. The age a transgender person begins to live full time in a gender different from the one assigned at birth has little association with suicidality. However, supportive families act as a buffer against suicidal ideation, and unsupportive families significantly predict higher likelihood of suicide attempt for transgender people when controlling for numerous covariates. Conclusion: Our findings underscore the importance of supportive environments for TNB adolescents. Interventions that strengthen interpersonal relationships and local environments will reduce suicidality among TNB youth. Importantly, recent anti-trans legislation may interfere with the ability of teachers and families to provide needed supports and will likely have deleterious effects on the mental health of TNB individuals.

Appointment of racial/ethnic minority directors: Ethnic matching or visibility threat?

The purpose of this study is to identify the industry and community-level compositional factors that influence the appointment of racial/ethnic minorities to corporate boards. We derived hypotheses from two theoretical perspectives: ethnic matching and visibility threat. Our analysis relied on data from seventy-three Standard & Poor's 500 companies between 1980 and 2000. We find important differences between and among racial/ethnic groups in terms of the mechanisms that shape board appointments. Consistent with the ethnic matching perspective, we find that the representation of Black and Hispanic board directors is strongly predicted by the racial/ethnic composition of the industry's labor force. Contrary to the visibility threat perspective, however, we find that the appointment of Asian directors is strongly predicted by the ethnic composition of the community where the firm is located.

The Experience of Older Women Living with Loneliness and Chronic Conditions in Appalachia.

This phenomenological qualitative study explored the experience of living with loneliness and multiple chronic conditions for rural older women in Appalachia. The study took place in 2012 in Northern West Virginia. Participants were 14 older women who were chronically ill, community dwelling, and lonely (Score of 40 or higher on the Revised 20-item UCLA Loneliness Scale). Thematic content analysis revealed four categories that contained thirteen themes: (a) negative emotions of loneliness, which included themes of sadness, disconnection, fear, anger, and worry; (b) positive emotions when not lonely, which included themes of joy with others and pride in self; (c) loss of independence and loneliness, which included themes of functional decline contributes to loneliness, burden, and gratitude for help; and (d) ways of managing loneliness, which included remembering holidays and happier moments, staying busy, and getting out. The study contributes new knowledge about the experience of anger, fear, and worry when lonely. These emotions have not extensively been identified as significant to loneliness. Future studies exploring the links between loneliness and anger, fear, worry, and negative physical health outcomes could enhance knowledge of mechanisms by which loneliness contributes to health decline. Additionally, knowing that positive emotions such as joy are described as being linked to less lonely times could inform future work that aims to diminish loneliness and enhance positive emotional states. Finally, understanding that functional impairment is described as contributing to loneliness in this population reinforces the need to assess for and address functional limitations.

Diversity begets diversity? The effects of board composition on the appointment and success of women CEOs.

Previous research on the effects of leadership diversity on firm outcomes has produced inconsistent and inconclusive findings. While some scholars argue that diversity increases organizational equity and enhances performance, others argue that diversity increases conflict, reduces cooperation and harms performance. This study tests the impact of a variety of compositional factors on firm outcomes. Specifically, we analyze whether and how board composition affects the advancement and mobility of women CEOs and firm performance. Our analysis relies on a unique data set of all Chief Executive Officers (CEOs) and Board of Directors (BODs) in Fortune 500 companies over a ten-year period. We find a marginally significant positive relationship between board diversity and the likelihood of a woman being appointed CEO. We further find that board diversity significantly and positively influences the post-promotion success of women CEOs. Our findings suggest that board composition is critical for the appointment and success of women CEOs, and increasing board diversity should be central to any organizational diversity efforts.

The Skinny on Success: Body Mass, Gender and Occupational Standing Across the Life Course.

Several studies have analyzed the impact of obesity on occupational standing. This study extends previous research by estimating the influence of body mass on occupational attainment over three decades of the career using data from the Wisconsin Longitudinal Study. In a series of covariance structure analyses, we considered three mechanisms that may alter the career trajectories of heavy individuals: (1. employment-based discrimination, (2. educational attainment, and (3. marriage market processes. Unlike previous studies, we found limited evidence that employment-based discrimination impaired the career trajectories of either men or women. Instead, we found that heavy women received less post-secondary schooling than their thinner peers, which in turn adversely affected their occupational standing at each point in their careers.