Evaluation of job satisfaction in a sample of Spanish social workers through the ‘Job Satisfaction Survey’ scale

The objective of this study is to determine the level of job satisfaction experienced by social workers and to establish whether there are significant differences between the various levels of job satisfaction and a series of personal features and job characteristics. The participants were 947 social workers (861 women and 86 men) belonging to 35 of the 36 Professional Associations existing in Spain. The measurement tool used is the Job Satisfaction Survey scale, designed by Spector [2002. Psicología Industrial y Organizacional: Investigación y Práctica [Industrial and organizational psychology: Research and practice]. México: Manual Moderno]. The results show that the social workers surveyed experience moderate levels of job satisfaction (M?=?115.8; SD?=?21.4). The intrinsic factor that seems to have the greatest positive influence on job satisfaction is the nature of the job, while the extrinsic factors of pay, fringe benefits, and operating conditions are the ones that contribute most to job dissatisfaction, and social workers have no control over any of them.     

SPI<Superscript>+</Superscript> Application in Two Countries with the Liberal Welfare Model: Cases of United Kingdom and Chile

For this study, a comprehensive test was conducted on the net effects of age and cohort on political satisfaction in Hong Kong. We use a newly developed methodology of Age–Period–Cohort analysis known as the Cross-Classified Random Effects Model and a pooled dataset of repeated cross-sectional surveys from 1997 to 2014. The findings reveal a U-shaped relationship between age and political satisfaction, in which the level of satisfaction of the youth is between that of the middle-aged and elderly, while the middle-aged express the least satisfaction and the elderly have the highest level of satisfaction. However, cohort effects are relatively weak. There is no evidence that later cohorts are less satisfied than earlier cohorts. These results indicate that the new generation is more politically dissatisfied due to their age rather than their cohort. We also find that period effects interact with age and cohort effects. The recent decline in the political satisfaction of 20-year-olds and of the cohort born in 1986 or later is more pronounced than that of older people and earlier birth cohorts. Under the rule of the current Chief Executive, young people were found to be much more dissatisfied than older people. The rise in the price of housing in recent years has also sharpened the differences in political satisfaction between those of different ages and cohorts.     

Family Policy Index: A Tool for Policy Makers to Increase the Effectiveness of Family Policies

Social Indicators Research - This paper presents the Family Policy Index (XFPI), an analytical tool designed to measure and compare different models of countries’ provision of educational...     

Factorial Validity of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) in a Sample of Spanish Social Workers

Burnout has been considered important to understanding the well-being of social workers and the quality of the services they render. Despite the ample international usage of the Maslach Burnout Inventory, its psychometric properties have come into question and alternative models of measuring the inventory have been suggested. The purpose of this study was to examine the psychometric properties and the applicability of a Spanish version of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) in an incidental sample of 947 social workers. Three alternative models of the MBI-HSS were tested for the purpose of identifying the most suitable model for measuring burnout in Spain. The confirmatory factor analysis supported the theory that the model of three correlated factors was superior to alternative models of one and two factors. The structure of three factors (emotional exhaustion, depersonalization, and personal accomplishment) and 19 items showed the best adjustment and a suitable internal consistency of the dimensions of the MBI-HSS. These findings demonstrate that the MBI-HSS has validity and reliability acceptable for measuring burnout in social workers, providing valuable information to the managers of social services in order to reduce burnout among social workers. The limitations of the study and recommendations for future investigation are emphasized.     

An extension of the Moulin No Show Paradox for voting correspondences

In this article, we analyse the possibility of extending the Moulin theorem to Condorcet voting correspondences. Moulin (1988) established that every Condorcet voting function suffers from the No Show Paradox, or Abstention Paradox, which means that in some voting situations some voters would achieve a better result by abstaining (in other words, could manipulate the election by abstaining). This problem is similar to that of extending the Gibbard–Satterthwaite theorem on voting manipulation through casting an insincere ballot to voting correspondences. The main result of the paper states that for every Condorcet voting correspondence there are situations in which every optimistic or pessimistic voter with some preferences could manipulate the election by abstaining. Another result states, by counterexample, that some Condorcet voting correspondences are free from the Abstention Paradox from the point of view of other types of voters.     

The impact of union direct voice on voluntary and involuntary absenteeism

Using a Spanish panel of large establishments, we test the reliability of the exit-voice theory to understand absenteeism (making the distinction between voluntary and involuntary absences). In the Spanish institutional framework, union direct voice (as opposed to union representative voice) is proxied by the existence of a collective agreement at the firm level. We find a positive influence of union direct voice on involuntary absenteeism, which is consistent with a greater protection of workers’ rights through that institution. We do not find a robust effect of direct voice on voluntary absenteeism. The first result lends support to the exit-voice theory but not the second one. Our interpretation underlines the need for re-construction of the exit-voice theory as a more general and precise one.     

Does Where I Live Affect Whether I Apply? The Contextual Determinants of Applying for Deferred Action for Childhood Arrivals

The Deferred Action for Childhood Arrivals (DACA) program provides temporary relief from deportation and legal work authorization for eligible undocumented youth in the United States. This study investigates the factors that help or hinder undocumented youth in applying for DACA. We focus on contexts of reception to understand the determinants of DACA applications, as studies of previous legalization programs indicate that the communities in which immigrants live help shape application decisions. Our analysis shows that more immigrant‐serving organizations in a state translate into more applications, that DACA implementation rates are not statistically significantly lower in states with hostile policy climates, and that socioeconomic factors are most significantly related to DACA applications. In identifying the collective factors that influence applying to DACA, we demonstrate that the structural opportunities and barriers present in receiving locales shape undocumented youths’ decisions to regularize their immigration status, which has significant implications for their resulting incorporation trajectories.     

The Multidimensional Conception of Social Exclusion and the Aggregation Dilemma: A Solution Proposal Based on Multiple Correspondence Analysis

Social Indicators Research - The main objective of the article is twofold. On the one hand, it aims to offer a critical analysis of the different operationalizations of the concept of social...     

Schools as racialized organizations in policy and practice

In this paper we examine schooling inequalities through drawing from the contributions of racialized organizations. We apply the components of this racial theory to offer a new framework for examining racial inequalities in US K-12 schools. We analyze case studies to demonstrate how the four tenants of racialized organizations operate in three schools. In particular, we highlight how these tenants surface through schools' policies (school rules around discipline, language, and tracking) and practices (interactions between students, teachers and staff). We offer a framework for understanding how schools are shaped by the racial hierarchy at the organizational level. We close by considering implications and suggestions for future research.