Spatial Variation In Migration Processes And Development: A Costa Rican Example Of Conventional Modeling Augmented By The Expansion Method

The ways in which migration and development have been linked in previous research in Third World settings are reviewed. Intercantonal migration in Costa Rica is analyzed, first in terms of a conventional model and then in terms of a paradigm of migration that focuses on place-to-place variations in development milieu. The results show there is spatial variation in the role of most variables and that these variations follow a reasonably consistent pattern with regard to development conditions. A series of maps graphically illustrates the importance of a spatial frame of reference.     

Psychosocial risk assessment in organizations: Concurrent validity of the brief version of the Management Standards Indicator Tool

The Management Standards Indicator Tool (MSIT) is a 35-item self-report measure of the psychosocial work environment designed to assist organizations with psychosocial risk assessment. It is also used in work environment research. Edwards and Webster presented a 25-item version of the MSIT based on the deletion of items having a factor loading of < .65. Stress theory and research suggest that psychosocial hazard exposures may result in harm to the health of workers. Thus, using data collected from three UK organizations (N = 20,406) we compared the concurrent validity of the brief and full versions of the MSIT by exploring the strength of association between each version of the instrument and a measure of psychological wellbeing (GHQ-12 and Maslach Burnout Inventory). Analyses revealed that the brief instrument offered similar but not always equal validity to that of the full version. The results indicate that use of the brief instrument, which would be less disruptive for employees, would not elevate the risk of false negative or false positive findings in risk assessment.     

Belonging at work

As a developing and most populous nation in the world, the People's Republic of China (P.R. China) faces unique challenges and opportunities in developing its tremendous human resources. Since its policy of ‘reform and open-door’ was initiated in the late 1970s, China has moved steadily towards establishing a nationwide policy of developing human capital and adopting practical measures of implementation. The paper identifies key themes of developing human capital at different levels: in government, business and families. The paper also discusses unique historical, social, political and cultural influences on the determination of such national policies and strategies. Different approaches to developing human capital are discussed for different sectors: state-owned enterprises (SOEs) and private-owned business.     

Corporate eLearning: Human resource development implications for large and small organizations

Abstract

This paper compares and contrasts the current attitudes towards, awareness of and take-up of eLearning in large and small organizations and outlines the implications for human resource development (HRD) professionals. An in-depth study was conducted in Ireland with a number of large multinational organizations and a number of small and medium-sized enterprises (SMEs) in the engineering, electronics, aerospace, pharmaceutical and medical device sectors. The study focused on awareness, perceptions, technology support infrastructure, current and planned involvement, most frequent and most preferred methods of delivery, benefits, barriers, the motivational factors and overall attitudes to eLearning. The comparison describes a number of similarities and a number of differences both within the large organization sector and within the SME sector and between the two sectors. Finally, the implications for HRD professionals are discussed.     

Using evidence-based practices to enhance transfer of training: assessing the effectiveness of goal setting and behavioural observation scales

Using evidence-based practices we designed goal setting interventions, used in conjunction with behavioural observation scales (BOS), to facilitate transfer from a 2-day performance coaching programme. A total of 210 managers from public sector organisations took part in the study. Transfer was assessed using self-administered surveys and subordinate feedback (in the form of BOS). Transfer was high across all measures; however, our experimental design did not detect any positive effects for learning or behavioural outcome goals relative to being urged to Do Your Best (DYB). Results suggest that providing managers with BOS that outline the key skills covered in the training programme, having them set goals or urging them to do their best to use these skills back at work, and having workplace colleagues assess their performance at work using these BOS, may be sufficient to bring about transfer.     

Which Factor has More Impact? An Examination of the Effects of Income Level, Perceived Neighborhood Disorder, and Crime on Community Care and Vigilance Among Low-Income African American Residents

This study investigated predictors of community care and vigilance among 70 African American residents living in high-crime, low-income neighborhoods. A stratified random sampling procedure was employed to select residents who completed a 20-item questionnaire assessing their sense of community care and vigilance and perceptions of perceived neighborhood physical and social disorder. We used police crime reports to assess the levels of property and violent offenses in the targeted neighborhoods. Our goal was to determine which of these variables best predicted community care and vigilance. The results of this study showed that social disorder and violent offenses negatively predicted community care and vigilance. Interestingly, the results also indicated that residents who reported the lowest income expressed the highest levels of community care and vigilance. Implications for community practice are discussed.     

Caring for Children From the Same Culture: Challenges for Foster Parents

Foster parents licensed in a central Canadian province were contacted by telephone and invited to participate in a survey that included the question “What are the challenges of fostering a child with the same values, beliefs, and traditions as you?” Participants sorted all responses to the question into concepts that were analyzed using multidimensional scaling and cluster analysis in accordance with the concept mapping method. The final concept map included five clusters that were labeled rebuild confidence, different expectations, resistance, restore connections, and acceptance. Results were compared to the literature. Similarities and differences are presented.     

Exploring the Overlap in Male Juvenile Sexual Offending and General Delinquency: Trauma,Alcohol Use,and Masculine Beliefs

Despite Burton and Meezan's (2004 Burton, D. L. and Meezan, W. 2004. Revisiting recent research on social learning theory as an etiological proposition for sexually abusive male adolescents. Journal of Evidence-Based Social Work, 1(1): 41–80. [Taylor & Francis Online] , [Google Scholar]) finding that sexually aggressive youth are three to four times more likely to recidivate nonsexually than sexually, there is little to no research to date that explores this overlap in criminality. With a sample of 290 male sexually violent adjudicated and incarcerated youth, this study was able to successfully predict those who are exclusively sexually violent from those who are both nonsexually and sexually violent with each of the following factors: childhood trauma, masculine beliefs, and alcohol use. While alcohol use accounted for the greatest variance between the groups, masculine beliefs offered the greatest basis for the discussion and future projects for the authors of the study. Treatment and research implications are offered.     

Building an Institution Second to None: Dr. Inabel Burns Lindsay—A Social Work Leader in the Academy

ABSTRACT

This article describes Dr. Inabel Burns Lindsay's leadership as the founding dean at Howard University School of Social Work during her 30 years of service from 1937 to 1967. It chronicles her efforts to build the School as well as her efforts to highlight social injustices of the time. Her lifelong efforts promoted the inclusion of African American social workers in the workforce and the need to understand sociocultural factors in working with different ethnic and racial groups. As a female dean, Dr. Lindsay was an avid promoter of social justice and a prolific writer and speaker on the topic. This article introduces the reader to this under-recognized social work pioneer, with emphases on the challenges of her time and her leadership style.