El hombre fuerte: trabajo y masculinidades en la industria cervecera en la frontera norte de México

The article presents the first findings of a study that seeks to contribute to the understanding of the construction of masculinities and work in the northern border of Mexico, within the specific context of Tecate, Baja California. Its objective is to analyze the articulation between the demographic and economic development of the city of Tecate from the beginning and rise of the brewing industry and its link with the construction of masculinities through a narrative design. The narratives show a homosocial system whose central value is the figure of the strong man as a model of rational male employee facing the changes in the economic system.

Analisis Perbandingan Kinerja Berdasarkan Kesetaraan Gender Pada PT. Astra International, Tbk. – Daihatsu Sentra Manado (Studi Pada Karyawan Bagian Marketing)

This study aims to see whether there are significant differences in performance based on gender equality in female employees and male employees in the marketing division of PT. Astra International, Tbk. - Daihatsu Sentra Manado. The population of this study is all employees of the marketing division of PT. Astra International, Tbk. - Daihatsu Sentra Manado, which consists of 51 employees, consisting of 36 male employees and 15 female employees. The sampling technique used is the census technique, which is to take from all existing populations to be sampled. Where there were 15 female employees and 15 male employees were taken to balance the sample of female employees. So the total sample in this study was 30 employees. Based on the results of descriptive statistical analysis, the average value for the performance of male and female employees is equally higher than the minimum value available. Although not large, the results of this study indicate that the average value of male employee performance is higher than that of overall female employees. From the results of the independent sample t-test statistical test, a significant value gives a result stating that H0 is accepted. The results of this study state that there is no significant difference in performance between male employees and female employees in the marketing department based on gender equality.

Formaldehyde Exposure in Indoor Air From Public Places and Its Associated Health Risks in Kunshan City, China

This study assessed the noncarcinogenic and carcinogenic health risks associated with formaldehyde exposure for employees working in 4 categories of public places in Kunshan City in China. A total of 564 different public places, which can be divided into 4 categories (hotel and social interaction places, bathing and beauty places, cultural and entertainment places, and shopping places), and 2716 indoor air samples in those places were measured from January 1, 2010, to December 31, 2015. The average concentration of formaldehyde was 0.57 mg/m3, which is 5.7 times the acceptable concentration level (0.1 mg/m3). The noncarcinogenic risk assessment index for the 4 categories of places tested was above 1. The carcinogenic risk of formaldehyde for employees of the 4 categories of public places was 4.70 × 10−5 to 1.57 × 10−4, which was greater than the acceptable carcinogenic risk probability (1 × 10−6) from the US Environmental Protection Agency. The highest carcinogenic risk occurred in bathing and beauty places, and male employee carcinogenic risk was greater than that of females. Occupational formaldehyde exposure has serious noncarcinogenic and carcinogenic health risks for employees, and further research is needed to improve indoor air quality in the workplace environment.

The Abercrombie & Fitch Effect: The Impact of Physical Dominance on Male Customers' Status-Signaling Consumption

Consumer lay theory suggests that women will spend more money than men in the presence of a physically dominant male employee, whereas theories of intrasexual competition from evolutionary psychology predict the opposite outcome. A retail field study demonstrates that male customers spend more money and purchase more expensive products than their female counterparts in the presence (vs. absence) of a physically dominant male employee. This effect has a more powerful impact on male customers who lack bodily markers of dominance (shorter stature or measures linked to lower levels of testosterone). When confronted with other physically dominant (vs. nondominant) men, these male customers are particularly prone to signal status through price or logo size. Their elevated feelings of intrasexual (male-to-male) competitiveness drive them to spend more money on status-signaling, but not functional, products and to prefer and draw larger brand logos. Because pictorial exposure is sufficient for the effect to occur, these findings are not limited to in-store interactions with dominant male employees but have broad implications for marketing and advertising.

Efficacy and Safety of Vaccination Against Hepatitis B Virus Without Prior Screening Test

Hepatitis B virus infection is a major global health problem. There is no specific treatment for acute hepatitis B infection. A safe and effective vaccine, which has been available for more than 30 years, is 95% effective in preventing the development of chronic infection. The employee of Bangladesh Bank and their family member had received 4 doses of Engirex B according to schedule 0, 1,6,12 months without any prior screening test. They received 4th booster dose in 2009.The goal of this study to find out and compare the efficacy and safety of vaccination against HBV without prior screening test. The employee (more than 50years old) underwent annul health check up and their serum HBsAg and Anti-HBs (quantative) were measured in the Immunology department of Bangladesh Institute of Research & Rehabilitation in Diabetes, Endocrine and Metabolic Disorders (BIRDEM) and Popular diagnostic center. HBsAg is measured by MEIA method. Anti-HBs (quantative) are measured by chemiluminescence EIA method. 491 subjects have been studied. Among them 480(97.76%) are HBsAg negative and 11(2.24%) cases are HBsAg positive. Ten out of eleven HBsAg positive cases are male. The average anti- HBs titer of the employee is 610.9958(0- >2000 m IU/ml). The average anti-HBs titer of female (n=90) employee is 713(10- >2000 mIU/ml) and average anti-HBs titer of male (n=390) employee is 587.77(0 - >2000 m IU/ml). Female employee developed higher immunity (73.33%) than male employee (56.41%). So it is presumptive that vaccine is safe and effective and we can continue vaccination without prior screening test.J Dhaka Medical College, Vol. 25, No.1, April, 2016, Page 16-25

KINERJA PEGAWAI DAN FAKTOR YANG MEMPENGARUHINYA: Studi Kasus di STAIN Pekalongan

The success of an institution is influenced by the level of employee performance. This study revealed two main issues, namely (1) STAIN Pekalongan employee performance based on tenure, age, and sex; (2) the factors that influence employee performance. The results of this study reveal that: First, based on tenure, employee with tenure over 10 years are on average performance (mean score is 3.95 or 79%); tenure ≥ 5 <10 years are also on average performance (mean score is 4.00 or 80%); and tenure <5 years are on high performance (mean score is 4.04 or 81%). Based on age, employees over 35 years old are on average performance (mean score is 3.96 or 79.2%); under 35 years old are on high performance (mean score is 4.03 or 81%). Based on sex, male employee are on high performance (mean score is 4.06 or 81.22%), female employees are on average performance (mean score is only 3.95 or 79.08%). Second, the factors that influence employee performance are the state of the workspace clean and neat; job training; application of finger print; salary increases; reward on job performance; and changes in leadership.

Representation of Indigenous Nationalities and Minorities in Bank and Financial Institutions: A Study of Pokhara

This study is carried out to explore the inclusive representation of Indigenous Nationalities and Minorities working in Bank and Financial Institutions (BFIs) in Pokhara. Both descriptive and explorative research design has been used in this study. Primary data have been collected constructing a set of well-structured questionnaire and used in this study. Representation of Indigenous Nationalities is poor i.e. only 32.59 percent in the total employment of BFIs. Madheshi represents only 0.62 percent and Dalits 1.62 percent in the total employment. There is no representation at all from Muslim community in BFIs in Pokhara. The representation of male employee is higher than that of female employees in BFIs even within the said ethnic groups. The level of job they employed is mostly lower levels i.e. assistants and other support staffs. DOI: http://dx.doi.org/10.3126/hjsa.v6i0.10688 Himalayan Journal of Sociology and Anthropology Vol.6 2014: 51-63

Racial and Gender Differences in Perceptions of Fairness: When Race is Involved in a Job Promotion

The present study examined 106 black and 69 white undergraduates' (82 males and 93 females) perceptions of fairness in an ambiguous situation where one stimulus person (a male employee) was seen as promoted over another and race was the only manipulated variable. The 2 (race of subject) × 2 (sex of subject) × 2 (race of promoted employee) × 2 (race of non-promoted employee) factorial analysis of variance indicated that, as expected, not only did race of the evaluator influence perceptions of fairness but it also interacted with race of the stimulus persons. As predicted, black subjects perceived more unfairness operating in the situations than white subjects, and they saw the promoted employee as less qualified than white subjects did. As expected, black subjects perceived the white employee's promotion over the black employee as the most unfair while white subjects saw no difference among the situations. An expected sex difference was found: females were more likely than males to perceive the company's decision as unfair. Black subjects were more favorable to the use of quotas than whites, and blacks believed there had been more discrimination and less progress in the last decade.