© 2017 Cengage Learning. All Rights Reserved.Chapter Twelve.docx

© 2017 Cengage Learning. All Rights Reserved.
Chapter Twelve
Work: Occupational and Lifestyle Issues in Young and Middle
Adulthood
Introduction
What factors are attributed to job satisfaction?
What difficulties do middle-aged people face when they need to
switch careers?
How do men and women differ regarding career choice?
How do parents juggle work and caring for children?
12.1 Occupational Selection and Development
Learning Objectives
How do people view work?
How do people choose their occupations?
What factors influence occupational development?
What is the relationship between job satisfaction and age?
The Meaning of Work, Part 1
Most people view work as a means for obtaining money and
personal growth
Personal achievement is fulfilled through work based on
whether or not meanings can be achieved
Developing self
Union with others

Expressing self
Serving others
The Meaning of Work, Part 2
Meaning-mission fit: the alignment between an executive’s
personal intentions and the company’s mission
When aligned, executives care more about employees’
happiness, job satisfaction, and emotional well-being
Occupational Choice Revisited, Part 1
Three theories on adults’ choice of work:
Career construction theory: people build careers through own
actions that result from personal characteristics and the social
context
Holland’s personality-type theory: people choose work based on
the fit between their individual traits and occupational interests
Social cognitive career theory (SCCT): career choice is the
result of the application of Bandura’s social cognitive theory,
especially self-efficacy
Occupational Choice Revisited, Part 2
Figure 12.1 The four-variable (paths 1–6) and six-variable
(paths 1–13) versions of the SCCT
interest and choice models.

Occupational Development, Part 1
Personal experiences affect people’s occupational goals
Goals may change due to changing interests, not having a good
fit with the job, or the need for further education to advance
People with the talent and opportunity to achieve their goals
often obtain them
Young adults usually modify career expectations at least once
Millennials tend to change jobs more often than in other
generations
However, they generally have the same level of satisfaction
Reality shock: what is learned in the classroom does not carry
over to the real world, and does not represent all a person needs
to know
Best addressed through internships and practicum experiences
Mentor/executive coach: part teacher, part sponsor, part model,
and part counselor who facilitates on-the-job learning for
present and future work
Helps protégé receive credit where due
High-quality relationship can lead to occupational success
Mentors practice leadership skills and sense of generativity
from the relationship
Women and minorities particularly benefit from having a
mentor
Creates higher expectations

Cultural background of the employee should be incorporated
into the relationship
One possible downfall: having a poor mentor is worse than
having no mentor
Careful matching of mentors to protégés is necessary
Job Satisfaction, Part 1
Job satisfaction: the positive feeling that results from the
appraisal of one’s work
Generally increases with age for white-collar professionals
What contributes to job satisfaction?
Accumulation of experience
Stage of career development
Flexibility to meet family responsibilities
Alienation: when workers feel that what they are doing is
meaningless and efforts are devalued
Also refers to if they cannot see connection between what they
do and the final product
Positive work environments provide stability and commitment
Trust between employees and employer is key
Burnout: the depletion of a person’s energy and motivation, loss
of occupational idealism, and the feeling of being exploited
Result of stress
Most common among those in helping professions
Not all workers in a profession experience burnout
May be related to the different types of passion one has for her

job (model proposed by Vallerand)
Passion: strong inclination toward an activity that individuals
like (or love), that they value, and in which they invest time and
energy
Obsessive passion makes it hard to not think about the activity,
therefore disrupting other areas in a person’s life
Harmonious passion results when a person feels free (not
pressured) to perform the activity
Burnout can be lowered with intervention programs and stress-
reduction for employees
Figure 12.2 Path analytic model of the relationships among
passion, satisfaction at work, conflict, and burnout. Harmonious
passion predicts higher levels of satisfaction at work, which
predict lower levels of burnout. In contrast, obsessive passion
predicts higher levels of conflict, which in turn predict higher
levels of burnout. ***p < .001.
From “On the role of passion for work in burnout: A process
model,” by R. J. Vallerand, Y. Paquet, F. L. Philippe, and J.
Charest, in Journal of Personality, Vol. 78, Figure 1, p. 300. ©
Wiley-Blackwell 2010.
12.2 Gender, Ethnicity, and Discrimination Issues
Learning Objectives

How do gender and ethnicity factor into the occupations people
choose and how their careers subsequently develop?
What types of bias and discrimination hinder the occupational
development of women and ethnic minority workers?
Gender Differences in Occupational Selection, Part 1
Women in the U.S. represent 47% of the workforce
See Fig. 12.3
In the past, women chose traditional, female-dominated
occupations
Secretarial work, teaching, etc.
Non-traditional women’s occupations are those that have 25%
or less of women employed
Figure 12.3 Women’s labor force participation rates in selected
countries, 1970–2012.
Source: Bureau of Labor Statistics. International Comparisons
of annual labor force statistics, 1970-2012. Retrieved from
http://www.bls.gov/fls/flscomparelf.htm#chart04.
Figure 12.4 Employment of women by industry, 2011.

These data are from the Current Population Survey (CPS),
annual averages, Table 11. Employed persons by detailed
occupation, sex, race, and Hispanic or Latino ethnicity (PDF).
To learn more about women’s employment, see Women in the
Labor Force: A Databook (2011 Edition), BLS Report 1034,
December 2011.
Women who choose non-traditional occupations are viewed
more negatively than their male colleagues
Generational differences exist regarding women’s occupations
21st century women can be entrepreneurs and work from home
Can now negotiate for career development and a positive work
environment
Women leave their jobs for two main reasons, other than family
obligations:
Organizations idealize and reward masculine values of working
Women prefer organizations that value relationships,
interdependence, and collaboration
Women may feel disconnected from the workplace
Ethnicity and Occupational Development
Little research has been done on this topic
When an organization is responsive to the needs of minorities,
these employees report more positive feelings
Bias and Discrimination, Part 1

Why are there few women at the top (politicians, CEOs, etc.)?
Gender discrimination: denying a job to someone based solely
on the basis of gender
Stricter job performance standards for women
Glass ceiling: level to which women may rise in an organization
but cannot go beyond
Pervasive across higher management and professional
workplace settings
Limitation to women’s careers around the world
Glass cliff: a situation where a woman’s leadership position is
precarious
Usually done at times of crisis
How can the glass ceiling and cliff be eliminated?
Women must take action to be assertive in rising to their
rightful place in an organization
Women should negotiate salary more effectively
Companies can measure productivity in different ways
Women CEOs such as Mary Barra tend to come into their
positions during times of crisis, such as what confronted
General Motors during vehicle recalls.
Whether or not an action is considered sexual harassment

depends on the situation, people involved, and the setting
40%-50% of women in European Union experience workplace
sexual harassment
30%-40% of women in Asia Pacific countries experience
workplace sexual harassment
Gender awareness training can help keep a work environment
free from harassment
Age discrimination: denying a job or promotion based solely on
one’s age
Particularly affects middle-aged people
Laws exist that state that workers must be hired for their ability,
not their age
Discrimination is often covert
Mental- or physical-based tasks may be a component of some
evaluations
Retirement incentives may be used in attempts to get rid of
older workers
12.3 Occupational Transitions, Part 1
Learning Objectives
Why do people change occupations?
Is worrying about potential job loss a major source of stress?
How does job loss affect the amount of stress experienced?
Occupational Transitions, Part 2
Occupational changes have become part of the modern career
process
Losing a job is no longer has only negative meanings

Some people voluntarily change jobs and others are forced to do
so
Obsolete skills and economic trends force people out of their
jobs
Example: the decline of the U.S. auto industry
Retraining Workers
Skills needed to perform a particular job usually change over
time
Career plateauing: when promotional advancement is either not
possible or not desired by the worker
Results in lower job satisfaction and commitment
Retraining programs can help people advance in their
occupation or find a new one
Lifelong learning is a necessity
Occupational Insecurity
Many people today feel insecure about their jobs due to
economic downturns
Results in stress, and poor psychological and physical well-
being
Subjective feelings of job insecurity result in the same levels of
stress regardless of whether or not the insecurity really exists
People who use emotion-focused coping rather than problem-
focused coping have higher levels of stress
Coping With Unemployment, Part 1
Unemployment can have a long-lasting personal impact
Significantly lower mental health, life satisfaction, and marital
satisfaction: see Figure 12.6

Gender and age differences exist, mainly due to financial
obligations and family responsibilities
Ethnic minorities experience greater unemployment rates
Length of unemployment matters
Coping with Unemployment, Part 2
Advice for managing occupational transitions:
Approach job loss with a healthy sense of urgency
Consider next career move and what must be done to achieve it
Acknowledge and react to change as soon as it is evident
Services such as LinkedIn can give job seekers more sense of
control
12.4 Work and Family
Learning Objectives
What are the issues faced by employed people who care for
dependents?
How do partners typically view the division of household
chores? What is work–family conflict? How does it affect
couples’ lives?
The Dependent Care Dilemma, Part 1
Two-thirds of mothers with children under 6 are in the labor
force
Family and Medical Leave Act (1993) gave employees the right
to unpaid time off to care for dependents with the right to return
Taking a leave after childbirth causes negative consequences for
career advancement
If affordable and quality child care/elder care is not available,
women may drop out of the workforce

Caregivers report negative consequences regarding career
advancement and stress levels
Especially if employed full-time
Negative effects can be lessened:
If partners are supportive and women have high control over
their jobs
If single mothers have support from their families
Backup care: emergency care for dependents so that the
employee does not need to lose a day of work
Results are mixed on whether or not employees at companies
with backup care are better off
Important for companies to allow employees to leave work early
to care for family needs without penalties
Increased parental leave time linked to lower infant morality
rates
Juggling Multiple Roles, Part 1
How do dual-earning couples divide household chores?
Women spend more time on chores: see Figure 12.7
Men have increased the amount of time they spend on
housework, but usually only on weekends and only on tasks
they find agreeable
European American men tend to spend less time on chores than
men from ethnicity groups in the U.S.

Juggling Multiple Roles, Part 2CountryHours of Housework
done by WomenHours of Housework done by
MenDenmark5.23.2France52Germany6.83.3Greece8.21.7Ireland
104Portugal8.42.1Turkey8.11Ukraine8.35.1
Figure 12.6 Women spend much more time on household chores
than men, even after the children have left (empty nest).
Data from “Cross-national reports of housework: An
investigation of the gender empowerment measure,” by L. E.
Ruppanner, in Social Science Research, Vol. 19, Table 1, p.
968. © Elsevier 2010.
Work-family conflict: the feeling of being pulled in multiple
directions by incompatible demands from job and family
Work and family roles influence each other in complex ways
Most U.S. households with dual-earners couples still use a
gender-segregated system for doing chores and childcare
Men tend to wash the car, mow the lawn, etc. while women
vacuum, change diapers, etc.
Dual-earner couples must learn how to grapple with work–
family conflict in balancing job and family demands.

How can men and women have equitable divisions of labor?
Open communication with partner
Teach children that men and women should be equally
responsible for chores
Work-family conflict requires a life-stage approach
Demands highest during peak parenting years
Globally, women experience more conflict from competing
work and family demands
Couples can work together to help mitigate the stress
By negotiating schedules around work commitments throughout
their careers
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Chapter Eleven
Being With Others: Forming Relationships in Young and Middle
Adulthood

Introduction
What would it be like to go through life alone?
What are some similarities between friendships and love
relationships?
Why do some people choose not to marry?
What percentage of marriages end in divorce?
11.1 Relationships
Learning Objectives
What types of friendships do adults have? How do adult
friendships develop?
What is love? How does it develop through adulthood?
What is the nature of abuse in some relationships?
Friendships, Part 1
Friendships are of major importance in adolescence and young
adulthood, but continue to be important throughout life
Characterized by being predominantly based on feelings and
reciprocity
Less emotionally intense than a love relationship, and involve
less sexual energy
Having good friendships boosts self-esteem
Friendships, Part 2
Adult friendships go through the stages of acquaintanceship,
buildup, continuation, deterioration, and ending (ABCDE
model)
People tend to have more friends and acquaintances in young
adulthood than at any other time of life

Life transitions (getting married, etc.) result in fewer friends
and less contact with the friendships you do maintain
Friendships, Part 3
The quality of friendship networks in people ages 25-74 is
improving in the online age
Heavy Internet users tend to have the most friends both online
and offline
Are online friendships “real” friendships?
Require trust
Online friendships can get stronger, and have the same cycles as
traditional friendships
Conducive environment for shy people
Friendships, Part 4
Despite concerns, social networking websites such as Facebook
have not reduced the quality of friendships.
Friendships, Part 5
Differences exist in men’s and women’s relationships
Women focus on emotional sharing and confiding in others
Women can be unhappy even with a large number of friends,
since friendships can be demanding
Men focus on around shared activities/interests
Men tend to have a small number of very close friends

Friendships, Part 6
Can a man and woman just be friends?
Men with cross-sex friendships show lower dating anxiety and a
higher capacity for intimacy
Third parties (spouses, etc.) may misperceive these friendships
and discourage them
Men overperceive and women underperceive their friend’s
sexual interest in them
Maintaining friendships once one person is married or in an
exclusive relationship is difficult
Love Relationships, Part 1
Three basic components of love:
Passion: intense physiological desire for other
Intimacy: sharing all thoughts/actions with other
Commitment: willingness to stay with other through good times
and bad
Early on, passion is high and intimacy and commitment are low
(infatuation)
As love grows, passion and intimacy decline but commitment
increases
Assortative mating: theory that states that people find partners
based on their similarity to each other
Education levels, physical attractiveness, religion, etc.
Meeting at school are likely to result in similarities
Speed dating allows for meeting several people in a short time
period
Practiced mostly by young adults

One in five couples in the U.S. meet online
Physical attractiveness still strongly influences the selection of
partners initially
How does physical attractiveness affect online dating?
First impressions are driven mainly by the perceived
attractiveness of the person’s photo
Secure romantic attachments are the norm in 80% of the world’s
cultures
Global patterns exist in mate selection and romantic
relationships
Culture is a force in shaping mate selection
In some cultures (e.g., China), people tend to choose based on
the status hierarchy
Access to good healthcare, education, and other resources tends
to lead to more secure romantic attachments
95% of Indian marriages are arranged; matchmaking also
common in Muslim countries
Violence in Relationships, Part 1
Abusive relationship: a relationship in which one person
becomes aggressive towards the partner
Battered woman syndrome: when a woman believes that she
cannot leave an abusive situation and may even go as far as to
kill her abuser
Many college students report experiencing abuse in a dating
relationship

The continuum of aggressive behaviors toward a partner:
Verbal aggression
Physical aggression
Severe aggression
Murder
Underlying causes of aggressive behaviors differ as the type of
aggressive behaviors change
Violence in Relationships, Part 3BehaviorExample
CausesVerbal AggressionInsults, Yelling, Name-callingNeed to
control, Misuse of power, Jealousy, Marital discordPhysical
AggressionPushing, Slapping, ShovingAccepts violence as a
means of control, Modeling of physical aggression, Abused as a
child, Aggressive personality styles, Alcohol Abuse, plus
previously listed.Severe AggressionBeating, Punching, Hitting
with objectPersonality disorders, Emotional lability, Poor self-
esteem, plus previously listed.MurderEmpty cell All previously
listed causes.
Figure 11.2 Continuum of progressive behaviors in abusive
relationships.
Source: O’Leary, K. D. (1993). Through a psychological lens:
Personality traits, personality disorders, and levels of violence.
In R. J. Gelles & D. R. Loseke (Eds.), Current controversies on
family violence (pp. 7–30). Copyright © 1993 by Sage
Publications. Reprinted by permission of the publisher.

5 million women and 3 million men experience partner-related
physical assaults or rape annually in the U.S.
10%-69% of women worldwide report being sexually abused or
raped
Men are victims of relationship violence at 1/3 the rate of
women in the U.S.
Relationship violence also occurs in gay and lesbian
relationships
International data indicate that rates of abuse are higher in
cultures that emphasize female purity, male status, and family
honor
Despite the availability of women’s shelters and counseling,
some women still live in fear of abuse from their husbands
11.2 Lifestyles
Learning Objectives
Why do some people decide to remain single, and what are these
people like?
What are the characteristics of cohabiting people?
What are gay and lesbian relationships like?
What is marriage like through the course of adulthood?
Singlehood, Part 1
An overwhelming majority of men and women ages 20-24 are
single
There are numerous stereotypes and biases against single people
Men tend to marry at a later age than women

Fewer men remain single
Have a larger age range of partners to choose from
Singlehood, Part 2
Ethnic differences in singlehood exist
Young adult African Americans are twice as likely to be single
as young European Americans
Singlehood increasing among Latino Americans
Cultural implications of singlehood exist
Example: Muslim Malaysian women believe they are single
because God has decided that they should not meet their mate at
this time
For most people, the decision to never marry is a gradual one
Cohabitation, Part 1
Cohabitation: people in committed, intimate, sexual
relationships living together but not married
Increasingly popular in the U.S. and other Western societies
Why cohabit?
Test the relationship for potential marriage, convenience, and/or
an alternative to marriage
Cohabitation, Part 2Type of Union1995 Percentage2002
Percentage2006 to 2010 PercentageNo
union282729Cohabitation344330Marriage393023
Figure 11.3 Type of first unions among women age 15 to 44:

United States, 1995, 2002, and 2006–2010.
Source: Centers for Disease Control and Prevention/National
Center for Health Statistics. National Survey of Family Growth,
1995, 2002, and 2006–2010, and Table 1 of this report.
Cohabitation, Part 3
Global differences in cohabitation
Extremely common in some European countries (e.g., 99% of
people in Sweden live together before marriage)
Does cohabitation make marriages better?
Evidence shows no — may actually result in lower-quality
marriages
Examples: European American women with children prior to
marriage; those “testing” their relationship
Behavior rarely changes after cohabitation
Gay and Lesbian Couples, Part 1
Gay and lesbian relationships have many similarities with
heterosexual relationships
Dual earners; share household chores; etc.
Gay men separate love and sex much like heterosexual men
Lesbians connect sex and emotional intimacy
Make commitments; cohabit more quickly
More likely to be different on demographic characteristics than
heterosexual couples
Gay and Lesbian Couples, Part 2
Gay and lesbian couples report receiving less support from
family
Attitudes are changing at a societal level
Same-sex marriage is now legal in the U.S.

Inheritance rights
Able to visit loved ones in a hospital
Marriage, Part 1
Figure 11.4 Median age at first marriage in the United States
has increased slightly more for women than for men since 1970.
Source: U.S. Census Bureau, Current Population Survey.
Marriage, Part 2
Marital success: refers to any marital outcome
Marital quality: subjective measure of a marriage based on
several dimensions
Marital adjustment: degree to which husbands and wives
accommodate each other over a certain period
Marital satisfaction: a global assessment of a person’s marriage
Marriage, Part 3
What predicts a successful marriage?
Age: the younger the partners are (especially teens-early 20s),
the greater the chances it will end in divorce
Homogamy: sharing similar values and interests increases the
likelihood of the marriage lasting
Feeling of equality in the marriage
Exchange theory: marriage is based on each partner contributing
something to the relationship that the other would be hard-
pressed to provide

Marriage, Part 4
Do married couples stay happy?
Figure 11.5 Marital satisfaction is highest early on and in later
life, dropping off during the childrearing years.
Marriage, Part 5
When there is unequal dependence in the marriage, stress and
conflict are likely
Learning to deal with changing patterns in the marriage is the
key to longevity and happiness
Marital satisfaction varies widely
How a couple reacts to stresses and changes in the marriage
determine whether they will stay married or get divorced
See Fig. 11.6
Marriage, Part 6
Figure 11.6 The vulnerability–stress–adaptation model shows
how adapting to vulnerabilities and stress can result in either
adaptation or dissolution of the marriage.
Source: From “Keeping marriages healthy, and why it’s so
difficult,” by B. R. Karney.
© American Psychological Association 2010.

Marriage, Part 7
How should the early stages of marriage be approached?
Adjust to the different expectations and perceptions that each
person has for the other
Learn to handle confrontation and resolve conflict
Parenthood causes stress and leaves less time to focus on the
marriage
Childless couples also experience a decline in marital
satisfaction; disillusionment is likely
Marriage, Part 8
If a military spouse believes that deployment will make the
marriage stronger, it is likely to become stronger
Young married military couples face special types of stress on
their relationship.
Marriage, Part 9
How do you keep a marriage happy?
Good stress- and conflict-resistance strategies can make a
couple’s bond stronger even after serious problems
Keep the romance in the relationship
Share religious beliefs and spirituality
Clear and honest communication of thoughts, actions, and
feelings, especially when dealing with stressful areas of the
relationship

11.3 The Family Life Cycle, Part 1
Learning Objectives
What are the common forms of families?
Why do people have children?
What is it like to be a parent? What differences are there in
types of parenting?
The Family Life Cycle, Part 2
Nuclear family: type of family consisting only of parents and
children
Most common in Western societies
Extended family: grandparents and other relatives live with
parents and children
Most common worldwide
Deciding Whether to Have Children, Part 1
Research shows that potential parents do not think deeply about
the decision of whether or not to have children
Benefits of becoming pregnant:
Children add affection, improve family ties, and add a sense of
immortality and accomplishment
One concern of having children
Expenses
Deciding Whether to Have Children, Part 2
Reasons adults are child-free include personal choice, financial
instability, and infertility
Childless couples tend to have higher marital satisfaction, more
freedom, and higher standards of living

The Parental Role, Part 1
Average age of women at time of first childbirth has been rising
Currently 26 years of age in the U.S.
Many women postponing children due to marrying later,
establishing careers, etc.
Older parents tend to spend more time with their children and
be more supportive
Parenting skills must be learned
Disagreements over division of labor can result
Ethnic background plays a role
African American husbands more likely to help with household
chores; African American parents tend to provide strong
religious beliefs and a proud cultural heritage
Tribal Native Americans spend considerable time imparting
cultural values that are very different from those that European
Americans have
Ethnic background (cont’d.)
Latino American families promote two key values
Familism: the idea that the family’s well-being takes
precedence over the concerns of individual family members
Extended family: relatives often provide child care and
financial support
Asian Americans also often value familism and extended family
Children are expected to obtain good grades, maintain
discipline, and show conformity

What challenges do multiethnic families have?
Discrimination and prejudiced behavior from others
Worries that children may be rejected by both racial
communities
Mothers play a key role in establishing their children’s cultural
identity
More than 40% of mothers in the U.S. are unwed
How do single parents and their children get by?
Parents experience feelings of frustration and guilt
Financial difficulties, especially for single mothers
Parents feel insecure about dating and sexuality
For stepparents, adoptive parents, and foster parents, concerns
exist over bonding with a child that is not biologically theirs
Stepchildren often experience behavioral and emotional
problems
Allow stepchildren to develop a relationship with the stepparent
at their own pace
Adoptive parents must acknowledge that adopted children may
want to seek their biological parents
Challenge with children adopted from another culture
Foster parents may not be able to establish bonds due to time

constraints
Good foster care still important in developing attachments
11.4 Divorce and Remarriage
Learning Objectives
Who gets divorced? How does divorce affect parental
relationships with children?
What are remarriages like? How are they similar to and
different from first marriages?
Divorce, Part 1Country 1990 percentage of marriage that end in
divorce1995 percentage of marriage that end in divorce2000
percentage of marriage that end in divorce2005 percentage of
marriage that end in divorce2008 percentage of marriage that
end in divorce2011 percentage of marriage that end in
divorceUnited
States495050495454Japan22263438135France384838503855Ger
many304047583949Italy9912191025Sweden415350494247Unite
d Kingdom496855455547
Figure 11.7 The United States has one of the highest divorce
rates in the world.
Source: From “Marriage and divorce,” by National Center for
Health Statistics, 2010, and from “Divorces and crude divorce
rates by urban/rural residence: 2004–2008,” by United Nations,
2010.
Divorce, Part 2

Why do couples get divorced?
Early divorce usually preceded with negative emotions during
conflict
Later divorce usually a result of a lack of positive emotions
Covenant marriage: expands the marriage contract to a lifelong
commitment between the partners within a supportive
community
Controversial approach designed to prevent divorce
Divorce, Part 3
How does divorce affect the couple?
Feelings of disappointment, rejection, etc.
“Divorce hangover”: difficult to transition to post-divorce life
Middle-aged and elderly women are at a disadvantage for
remarrying
Many divorced women experience difficult financial hardships
Divorce, Part 4
What happens to children after a divorce?
Custody tends to be awarded to the mother
Many fathers wish to remain active in their children’s lives, but
custody and child support laws make it difficult to do so
Collaborative divorce: an alternative resolution process for
couples who want to negotiate a solution
Long-lasting negative effects for children experiencing divorce
at any age
Poorer relations with parents; difficulties in their own romantic
relationships
Remarriage

Divorced people typically wait about 3½ years before they
remarry
Subsequent marriages have a 25% higher divorce rate
Role definitions are less clear than in a first marriage
Women are less likely to remarry than men
Women tend to benefit more from remarriage
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