This study evaluated the relative association of socioeconomic, minority group and housing characteristics of census tracts with the racial composition of residential areas within one southwestern city between 1950 and 1980. The unit of analysis was the census tract; the data were taken from the U.S. Census of Population and Housing 1950-1980 for the Fort Worth, Texas SMSAs. The Index of Dissimilarity compared racial segregation in the Fort Worth urbanized area for blacks with all others (1950-1980) and for Spanish and non-black minorities with all others (1960-1980). The data show little change in the extent of residential segregation over 30 years. The multiple regression showed that the degree of segregation in census tracts became increasingly predictable based on past minority concentration in the same neighborhood. Lagged social status and minority group variables significantly predicted the percent of the population that was black or Spanish in census tracts ten years later. Beta weights for percent black or percent Spanish were always the strongest in each tract regression and largely determined the level of segregation that existed in tracts ten years later. This paper asserts that social status characteristics must approach more equal levels between minority and majority groups before integrated neighborhoods can reasonably be expected. Yet many of these variables are still highly associated with black and Spanish areas. Rising income and improved housing in black census tracts give some basis for believing that in time these variables will narrow sufficiently to give more choice in residential housing. Although Spanish tracts are only about 65% as segregated as black census tracts and although the association of the variables with Spanish residential areas are never as strong as with black census tracts, still, with increased Spanish immigration in recent years and the downward trend found in social status factors within areas of …
Changes in workforce demographics, employee sentiments, and working conditions have increased attention on employees' needs to balance the demands of work life and family life. Despite apparent growing interest among companies to be responsive to these needs, the number of companies demonstrating high levels of work-family responsiveness is relatively small. The frameworks of resource dependence theory and institutional theory were used to develop a model to explain differences in work-family responsiveness among for-profit companies. The theoretical models were tested on survey data collected through a stratified random sample of 692 for-profit companies. The data were further enhanced with secondary data sources. While the institutional model explained more variance in work-family responsiveness than the resource dependence model, a model combining both theories best explains work-family responsiveness among for-profit companies. High industry-region diffusion of family-friendly benefits was one of several strong predictors of work-family responsiveness. Also, the greater the proportion of professionals in a company's industry, the greater was the level of work-family responsiveness. Companies that measured effectiveness outcomes were more likely to offer family-friendly benefits. The same was true for companies with more positive assessments regarding the impact of their family-friendly benefits. Organizations that were large, publicly traded, or had human resource departments also demonstrated greater levels of work-family responsiveness. Future research should include variables introduced in this study and should expand the range of variables as to include other theoretical perspectives. Policy makers for companies, advocacy groups and government leaders will find the results of this study beneficial. Companies operating in environments characterized by strong diffusion of family-friendly benefits among similar companies will be well served by developing policies and programs that conform to these norms. Advocates and government leaders should understand that recent interest in work-family responsiveness is unlikely equally benefit all sectors of employment.
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