Examination of variation in sternal rib end morphology relevant to age assessment

The morphology of the sternal end of the right fourth rib has been proffered as an accurate age assessor in skeletonized individuals of both sexes. This technique was tested for its applicability on left and right II, III, V-IX. Tests were performed between phase scores obtained from right and left ribs; right rib IV phase scores and scores obtained from the others in the right rib series; and between right rib IV scores and a composite score composed of the average of an individual's phase scores (omitting rib IV). Left ribs IV-IX were found not to vary significantly from their right counterparts. Although only right rib II was found to vary significantly from rib IV, use of the other ribs in the series should be undertaken with caution due to questions concerning their statistical significance. A composite score is therefore recommended for use instead.     

Public sector trade unions in the face of privatisation

This paper looks at the nature and extent of privatisation around the world, including an analysis of the bodies or interests which promote this 'panacea' policy. It identifies a number of responses which public sector trade unions have made to such policies, especially where these have been ideologically driven. It offers some examples of ways in which trade unions have developed their own models/proposals for modernisation of public services and shows how these have been both challenges and benefits to unions and service recipients. It looks at how agencies such as the World Bank have responded to these initiatives.     

Professional Divestiture: The Cession of Responsibility for Lawyer Discipline

Lawyer-discipline systems underwent substantial reorganization in a majority of states during the 1970s, with responsibility for their operation moving from the bar associations in which they had been located for almost a century to agencies of the state supreme courts. While this transfer of the locus of lawyer discipline resulted in a diminution of the power of the organized bar, it encouraged the professionalization of the process. In this paper the reasons for the willingness of the bar associations in Illinois to cede control over such a central component of professional regulation are examined and their implications for the sociology of the legal profession discussed. Unable to maintain the status quo in the face of extensive criticism, the Illinois bar associations chose not to meet the high costs of upgrading the discipline process but rather to divest themselves of a function that, although at one time central to their identity and authority, had become inconvenient and damaging to their image. It is suggested that the bar associations were willing to countenance such a divestiture because their positions as collective representatives of the profession in Illinois were secure and the major parameters of lawyer discipline well established. Whereas immediate control over self-regulation processes may be necessary during the developmental phase of professionalism, it is not so important once the profession has achieved a dominant market position.     

Pathways of Change: Organizations in Transition

This article discusses and illustrates organizational changes as initiated by ownership transition. It develops and elaborates three different pathways that organizations might follow through the process of transformation from government departments to state‐owned enterprises, and then to privately‐owned companies: the incremental, radical and reductive pathways. The research reported here is based on 11 case studies of New Zealand privatized companies. The pathway approach develops and extends existing models of transitional organizational trajectories, emphasizing the importance of antecedent conditions of organizational development, current environmental patterns and the strategic choices of the government and new owners.     

School Climate as a Predictor of Incivility and Bullying Among Public School Employees: A Multilevel Analysis

We surveyed public school educators on the workplace incivility and workplace bullying they experienced and obtained their ratings of the organizational climate of the school. We used multilevel modeling to determine the effects of individual-level and school-level predictors. Ratings of school climate were significantly related to incivility and bullying. We found inverse relationships— the better the organizational climate, the lower the incivility and bullying. Several demographic variables of educators and two school-level variables were not significant predictors. Leaders who focus on improving organizational climate may find that their efforts benefit both student achievement and relationships among educators.