Precarious manhood beliefs portray manhood, relative to womanhood, as a social status that is hard to earn, easy to lose, and proven via public action. Here, we present cross-cultural data on a brief measure of precarious manhood beliefs (the Precarious Manhood Beliefs scale [PMB]) that covaries meaningfully with other cross-culturally validated gender ideologies and with country-level indices of gender equality and human development. Using data from university samples in 62 countries across 13 world regions ( N = 33,417), we demonstrate: (1) the psychometric isomorphism of the PMB (i.e., its comparability in meaning and statistical properties across the individual and country levels); (2) the PMB’s distinctness from, and associations with, ambivalent sexism and ambivalence toward men; and (3) associations of the PMB with nation-level gender equality and human development. Findings are discussed in terms of their statistical and theoretical implications for understanding widely-held beliefs about the precariousness of the male gender role.

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Worker health and safety must be viewed as a basic organizational policy and even a right. In view of this, the study sought to ferret out the extent to which job stress, sector of work and shift work pattern correlates with worker health and safety in a manufacturing company in Ghana. Using cross-sectional survey design, data were collected from 120 employees using purposive and stratified sampling techniques. Three hypotheses were tested using Pearson Product Moment Correlation and Independent Sample 't' test. A significant correlation was found between employee stress and worker health and safety. Thus an increase in employee stress will lead to a decrease in worker health and safety and vice versa. No significant difference was found in the level of health and safety among workers in the production sectors compared to workers in the non-production sectors. The study established that employees who go through shift work will experience lower health and safety compared to employees who do not go through shift-work. The present study is one of the foremost research attempts on sector of work and worker health and safety with a comparative approach using sample from the manufacturing setting in Ghana. The researchers recommend that employers take necessary steps towards introducing a culture where a stress prevention plan exists and worker health and safety is prioritised. The researchers reckon this as necessary step for policy implementation as worker health and safety policies are fragmented in most developing countries.

Many think-tanks and advocacy groups have sought to highlight the need to embrace women not only in mainstream employment but more importantly in leadership. The present study, which is a comparative study, looked at the differences between the traditional view of women and the attitude of employees towards female managers in the private and public sectors of Ghana. The study purposively selected 120 respondents from two private and public sector organizations with parity. Independent't' test was employed in analysing the four hypotheses. Employees from public organizations showed more favourable attitude towards female managers than employees from the private sector. Employees who had had satisfying previous interactions with female managers were likely to express positive attitude toward them than those who had had regrettable experiences. Female employees and younger employees demonstrated more favourable attitudes toward female managers than male and older employees. The present findings lend support to the social identity theory that women would be more receptive than male to the appropriateness of having women serve in managerial roles but contradict the position of the role incongruity theory that women performing agentic roles characteristic of men will be resisted because they are performing roles uncharacteristic of their gender. Implication for employers, administrators and policy makers are discussed.