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Since the beginning of the twenty-first century, research on stigma has continued. Building on conceptual and empirical work, the recent period clarifies new types of stigmas, expansion of measures, identification of new directions, and increasingly complex levels. Standard beliefs have been challenged, the relationship between stigma research and public debates reconsidered, and new scientific foundations for policy and programs suggested. We begin with a summary of the most recent Annual Review articles on stigma, which reminded sociologists of conceptual tools, informed them of developments from academic neighbors, and claimed findings from the early period of "resurgence." Continued (even accelerated) progress has also revealed a central problem. Terms and measures are often used interchangeably, leading to confusion and decreasing accumulated knowledge. Drawing from this work but focusing on the past 14 years of stigma research (including mental illness, sexual orientation, HIV/AIDS, and race/ethnicity), we provide a theoretical architecture of concepts (e.g., prejudice, experienced/received discrimination), drawn together through a stigma process (i.e., stigmatization), based on four theoretical premises. Many characteristics of the mark (e.g., discredited, concealable) and variants (i.e., stigma types and targets) become the focus of increasingly specific and multidimensional definitions. Drawing from complex and systems science, we propose a stigma complex, a system of interrelated, heterogeneous parts bringing together insights across disciplines to provide a more realistic and complicated sense of the challenge facing research and change efforts. The Framework Integrating Normative Influences on Stigma (FINIS) offers a multilevel approach that can be tailored to stigmatized statuses. Finally, we outline challenges for the next phase of stigma research, with the goal of continuing scientific activity that enhances our understanding of stigma and builds the scientific foundation for efforts to reduce intolerance.

Uses a comprehensive model of job values & 1985-1990 data from national surveys to examine whether blacks & whites continue to value different job rewards &, if so, whether factors in addition to workers' social class account for these differences. It is found that, regardless of sociodemographic attributes, & independent of the influences of family background, objective class, & job incumbency, racial differences in job values persist. It is argued that past & present patterns of structural disadvantage & workplace discrimination continue to influence the job values of black workers. 3 Tables, 66 References. Adapted from the source document.

Microeconomic models of migration are extended beyond the emphasis of past studies, in which migration was generally regarded as simply a mechanism for upward social mobility. Specifically, the aim is to assess whether inter-labor-market migration also contributes to changes in subjective aspects of well-being, such as reported satisfaction with work & life in general. Data from the 1973-1977 Quality of Employment Survey Panel (Instit for Social Research, U of Michigan) point to a single persistent conclusion: enhanced job & life satisfaction cannot be demonstrated to be a function of geographic mobility. 2 Tables, 35 References. Modified HA.

The social contexts in which individuals drink and the expected outcomes of that drinking (i.e., individual beliefs about the effects of drinking beverage alcohol) have recently been found to represent conceptually distinct models of alcohol consumption patterns. This paper examines the relationships between contexts, beliefs, and a variety of problem drinking patterns, and reestimates these relationships in a large national probability sample of 2,100 adults (U.S. National Alcohol Survey [National 7], Alcohol Research Group 1984: Berkeley, Calif). Regression analyses indicate that the interrelationship of drinking contexts and drinking beliefs, and their impact on drinking behavior, is more complex than previously described. Consistent with earlier research, when simple frequency of drinking is the focus, social contexts for drinking emerge as the more important independent influences. When several indicators of maladaptive drinking are considered, however, beliefs regarding the effects of drinking, particularly beliefs regarding drinking as a means to modify affect, are found to be more influential. Logic is developed for a comprehensive model of the sources of problem drinking that incorporates both classes of explanatory variables.

This article explores a method developed by Ragin called qualitative comparative analysis or QCA. QCA would appear to offer two attractive possibilities: (a) it combines a consideration of systematic and ideographic elements in a single analysis; and (b) it overcomes some notable limitations of traditional quantitative and qualitative methods. The aim of the authors is to contrast the logic and results of QCA with traditional qualitative and quantitative analyses through a consideration of labor management practices in the southern textile industry. The authors argue that QCA represents a bridge between traditional qualitative and quantitative approaches, because it draws on some aspects of each. It is not, however, without its own limitations, because it leaves out some very admirable aspects of these other methodologies. This analysis suggests that different methodological strategies should be used to complement one another, because each provides valuable insights that can be checked and augmented by the others.

Popular and social scientific critiques of the bureaucratic model of organizational behavior argue that employment in highly structured, bureaucratic work organizations adversely affects worker attitudes and behavior. In particular, these critics suggest that bureaucratic structure is associated with lower employee job satisfaction. Several empirical studies, however, have yielded an unexpected positive relationship between bureaucratic structure and satisfaction. In this research, the authors argue that this paradoxical pattern is the result of these studies having used measures of organizational structure that conflate job and organizational characteristics. The authors show that among members of an emerging profession, highly structured organizational activities have a negative effect on employee satisfaction when job characteristics are controlled.