The Career Counseling Process With Racial-Ethnic Minorities: The Case of Asian Americans

Using Derald Sue's framework for examining the counseling process with racial-ethnic minority clients, the author develops a new model to examine the career counseling process with Asian Americans in terms of culturally appropriate and inappropriate process and outcomes. Recommendations for culturally appropriate career counseling interventions are also offered from this integrated framework.     

Research on unions: Some subjects in need of scholars

Research in industrial relations, as in other disciplines, frequently is narrow in scope and follows well-trodden paths. Although this approach has produced valuable insights into some areas, it has contributed to a lack of research in areas that are increasingly important. Accordingly, after a brief review of industrial relations research over the past decade, we suggest a number of overlooked or largely neglected topics that offer considerable research potential. We thank A1 Achtner for helpful research assistance.     

Immigration,Ethnicity, and Conflict: The California Chinese, 1849–1882*

Drawing on Bonacich's split market theory, the work of Hechter and Blalock on ethnic conflict, and the literature on social movements, the authors develop a model of factors producing conflict between native and immigrant workers. The model identifies the relative size of the immigrant group, the growth of the immigrant population, the desirability of jobs held by immigrant workers, economic conditions, the development of racist ideology among native workers, and the organization of native workers as factors possibly explaining the frequency of incidents of overt ethnic conflict and efforts to institutionalize discrimination through government action. The model is assessed by examining the situation of Chinese immigrants in California between 1849 and 1882. The data suggest that poor economic conditions, a well-developed racist ideology, and well-organized native workers best explain incidents of ethnic conflict and successful efforts to obtain discriminatory government action.     

Is there a third way? a comparative analysis of how the law treats workers in the nonprofit,private-for-profit,and public sectors

We know that personnel are often the nonprofit's greatest resource as well as its major cost. We know too that how well that resource is managed is the key to the organization's success; but, how much do we know about how to manage personnel in the third sector? Is there a “third way”—distinguishable from human resource management in the private-for-profit sector and different from personnel management in the public sector?     

Assaultive behavior: know the risks.

1. Violence in our society is an increasing national concern, and violence in health-care settings reflects this trend. Assaultive episodes continue to increase in health-care settings due to various cultural, sociological, and political factors. 2. Present administrative and educational solutions to the problems of assault have failed to decrease the incidence and, in fact, may contribute to the increasing number of assaultive episodes. 3. Psychiatric staff can reduce incidence of assault by recognizing the risk factors and designing styles and interventions with these factors in mind. 4. Risks most often associated with assault are history of assault, diagnosis of dementia or organic brain disorder, intoxication from drugs or alcohol, and from the characteristics of the milieu and treatment itself.     

Optimizing the Collections Process in Consumer Credit

This paper builds a dynamic programming model to optimize the collections process in consumer credit. It determines which collections actions should be undertaken and how long they should be performed, including theoretical results about the form of the optimal policy under certain conditions. Finally, a case study is described based on data from the collections department of a European bank.     

An Examination of the Relationship Between Absorptive Capacity and Organizational Learning,and a Proposed Integration

Since its inception, the concept of absorptive capacity has been closely linked with notions of organizational learning. Yet the precise nature of the relationship between these two concepts has never been established. This relationship is examined in a variety of ways, and it is suggested that the literature on these two concepts shares a conceptual affinity which needs to be delineated. It is suggested that absorptive capacity (a dynamic capability) is a concrete example of organizational learning that concerns an organization's relationship with new external knowledge. Using the 4I Model for organizational learning ( Crossan, M.M., Lane, H.W. and White, R.E. (1999 ). An organizational learning framework: from intuition to institution. Academy of Management Review, 24, 522–537) and Zahra and George's conceptualization of absorptive capacity ( Zahra, S.A. and George, G. (2002 ). Absorptive capacity: a review, reconceptualization, and extension. Academy of Management Review, 27, 185–203), this paper proposes an integration of the two concepts.