ABSTRACT. Quantitative data are given on 12 categories of behaviour, including scent marking, allogrooming, huddling, and proximity for individual tamarins within 14 male, female pairs and the mated pair of one family group of four animlals. Time sample data were recorded at 30 sec intervals to a total of 260 hr. In addition, some data were collected from within time sample intervals. Individual and intergroup variation in behaviour was a main finding of the study. It was found, however, that females scent marked significantly more than males, at least on the basis of their total marking frequencies, that females tended to groom males more than vice versa, and that although the general proportions of activities were similar in two conditions of housing, their spatial distribution was different under the two conditions. There was very little overt aggression among the pairs.

Affiliation, loss of affiliation, and the associated effects on homeless individuals were assessed via a survey of 230 homeless adults in Florida. Women accompanied by dependent children, unaccompanied women, and unaccompanied men were compared regarding levels of affiliation and associations among affiliation, self-esteem, and locus of control. The women accompanied by children maintained more family contacts and had higher levels of self-esteem; for the group, locus of control was more external than for either the unaccompanied women or the unaccompanied men. Women with children also had the lowest median number of days homeless and the highest average monthly incomes.

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Data from a dual employee-employer survey are used to investigate the extent to which employees' predictions of the mobility potential of their jobs affects their job satisfaction. Based on a match between the employee's and employer's assessments of the job's mobility potential, systematic variation by “match” groupings was found. Males more often than females match their employers' assessments of their jobs as providing mobility potential, and those in matched categories, whether mobile or not, have similar levels of job satisfaction. In addition, a great deal more variance in job satisfaction can be explained for workers who say their jobs do not have mobility potential than for others.

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