Randomized Controlled Trial of Storytelling vs Didactic Education Effects on Dietary Colorectal Cancer Risk Behaviors among Latinxs.

Dietary patterns associated with risk for colorectal cancer (CRC) may contribute to continuing health disparities in Latinx populations. Latinx from low-income communities, aged 25-65, were randomized to a 12-week storytelling-based intervention (ST) (n = 300) or didactic learning (DL)(n = 285) classes on cancer screening and dietary changes related to CRC risk facilitated by Latinx lay health workers (promotora/es de salud). Dietary intake was assessed pre-and post-intervention (24-hour dietary recall) with no significant differences found between ST and DL groups.

Projecting Individualized Absolute Invasive Breast Cancer Risk in US Hispanic Women.

Background: There is no model to estimate absolute invasive breast cancer risk for Hispanic women.

Methods: The San Francisco Bay Area Breast Cancer Study (SFBCS) provided data on Hispanic breast cancer case patients (533 US-born, 553 foreign-born) and control participants (464 US-born, 947 foreign-born). These data yielded estimates of relative risk (RR) and attributable risk (AR) separately for US-born and foreign-born women.

Stress, satisfaction, and the work-family interface: a comparison of self-employed business owners, independents, and organizational employees.

Using data from the 2002 National Study of the Changing Workforce (NSCW) (N = 3,504), we examined differences among organizational employment and two categories of self-employment: independent contractors and small business owners. Our results suggest that self-employment, either as owner or independent, may allow individuals to achieve greater autonomy than would be available to them as organizational employees. However, the greater pressure associated with ownership of a small business detracts from the advantages of having autonomy, making small business ownership a double-edged sword.

Relationships among organizational family support, job autonomy, perceived control, and employee well-being.

The authors analyzed data from the 2002 National Study of the Changing Workforce (N = 3,504) to investigate relationships among availability of formal organizational family support (family benefits and alternative schedules), job autonomy, informal organizational support (work-family culture, supervisor support, and coworker support), perceived control, and employee attitudes and well-being. Using hierarchical regression, the authors found that the availability of family benefits was associated with stress, life satisfaction, and turnover intentions, and the availability of alternative schedules was not related to any of the outcomes. Job autonomy and informal organizational support were associated with almost all the outcomes, including positive spillover.