The linked survival prospects of siblings: Evidence for the Indian states

This paper reports an analysis of micro-data for India that shows a high correlation in infant mortality among siblings. In 13 of 15 states, we identify a causal effect of infant death on the risk of infant death of the subsequent sibling (a scarring effect), after controlling for mother-level heterogeneity. The scarring effects are large, the only other covariate with a similarly large effect being mother's (secondary or higher) education. The two states in which evidence of scarring is weak are Punjab, the richest, and Kerala, the socially most progressive. The size of the scarring effect depends upon the sex of the previous child in three states, in a direction consistent with son-preference. Evidence of scarring implies that policies targeted at reducing infant mortality will have social multiplier effects by helping avoid the death of subsequent siblings. Comparison of other covariate effects across the states offers some interesting new insights.     

A Behavior Analysis of Individuals' Use of the Fairness Heuristic When Interacting With Groups and Organizations

The Response Deprivation Model states that any behavior in an organism’s repertoire can serve as a reinforcer if access to that behavior is restricted. A deprivation contingency requires the organism to engage more in the target behavior in order to obtain access to the restricted behavior. This model replaces the limited and sometimes incorrect Premack Principle. By applying this model to Organizational Behavior Management, businesses can increase workers’ productivity by restricting their access to certain tasks. The reviewed studies include applications to sales and quality management. The relative paucity of current applications in Organizational Behavior Management, possible reasons for this, and solutions are discussed.     

“Unexpected and Distressing”: Understanding and Improving the Experience of Transferring Palliative Care Inpatients to Residential Care

The survival of patients with advanced cancer, coupled with the increased presence of end-stage chronic illnesses in an aging population, is leading to a demand in palliative care. Due to the ongoing need for acute-pain and symptom control in hospice/palliative care units, few are able to offer long-stay admission for those whose symptoms have stabilized. When a patient no longer requires specialist palliative care services, transfer from an inpatient palliative care facility may then be necessary. A core component of the role of palliative-care social workers involves working with patients and their families/carers when the care pathway shifts and the option of residential aged care facility (RACF) needs to be considered. This research explored several issues, including the impact of this transition on the patient and their families and on the interdisciplinary health care team treating the patient. An investigation was undertaken to identify concerns and barriers regarding the transition from hospice care to RACF and opportunities were highlighted to improve clinical practice in this area. A tripartite approach was adopted conducting face-to-face interviews with patients, their families/carers, and health care professionals. Members of the interdisciplinary team were interviewed and social workers working in similar inpatient palliative-care facilities undertook telephone interviews to gauge their experiences. A thematic analysis discerned a number of themes highlighting the impact of this transition on key stakeholders and incorporated recommendations to improve or best manage this process. The research has highlighted the difficulties that patients/families encounter in this transition, as well as the emphases of protecting the integrity of the patient and family. This is achieved by holding open and ongoing dialogue, particularly through family meetings and working in collaboration with the patient, the family, and the team. Understanding the experience and impact of this transition on key stakeholders is helpful in building up a knowledge base and to ensure a more effective relationship occurs. This research incorporated the voices of terminally ill patients, families, and members of the health care team in order to understand their views and recommendations for best managing the transition from a hospice/inpatient palliative-care facility to a RACF. This enables their input to have some real impetus in clinical practice and service delivery.     

Editorial

This article compares the outcomes of the 1996 and 2001 research selectivity exercises in respect of their impact upon the discipline of social work in the United Kingdom. Material in respect of the 1996 RAE is principally derived from the study by Lyons and Orme; in respect of the 2001 RAE the material is derived from the study conducted by Salford Centre for Social Work Research. Key findings of the comparison between the RAE 1996 and 2001 reveal the continuation of an upward drift in gradings; that pre‐1992 universities have improved their position by achieving higher results; and a reduction in the gap between pre‐ and post‐1992 universities. The findings also suggest that institutions have become better players of the RAE ‘game’. There is also evidence of an increased dissatisfaction with the RAE process and outcome between the two RAE exercises.     

The impact of gender quotas on corporate boards: a cross-country comparative study

Journal of Management and Governance - Drawing on institutional theory and resource dependence theory, this study examines whether mandating gender quotas for corporate boards is associated with a...     

What’s Your History? Methodological Prospects and Challenges of Using Life-History Narratives as an Alternative Method to Assess Nonprofits’ Impacts

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations - To study the social impacts of third sector organizations seeking the integration of vulnerable populations, we explored...     

‘Contestation,negotiation, and resolution’: The relationship between power and collective leadership

The relationship between power and collective leadership (CL) has been theoretically understood and empirically addressed in many different ways. To make sense of this diversity, we investigate and diagram the role of power in CL. First, we identify six representations of power—six ways in which scholars have found that power shapes the emergence and enactment of CL. These representations include: Even in CL, individual power matters; Leaders can devolve power to their subordinates by empowering them; Contextual characteristics related to power can influence the possibility and enactment of CL; CL can create the collective power necessary for people in marginalized positions to challenge embedded power dynamics; Power is intrinsic to the co-construction process; Attributions affect who can enact CL, how they are viewed, and whether they have power. Second, we offer a conceptual framework that provides a comprehensive way to understand the relationship between power and CL. The framework includes two dimensions, one related to power (that runs from episodic to systemic) and the other related to CL (that runs from entitative to emergent). Third, we create a conceptual map by placing the six representations within this framework. Based on our research, we make the case that we cannot understand CL without understanding the ubiquitous, complex, and even contradictory role of power. We also suggest avenues for expanding and elaborating discussions of power in the CL literature.     

Changing Equality Cultures to Move Beyond ‘Women’s Problems’

Conventional equality measures have made a limited impact on women’s position in the workforce. This is not simply the result of measures being inadequately pursued. Instead, this paper argues, there is a more fundamental difficulty with the policy approach: that it focuses on women as having problems which need to be redressed rather than on changing organizations. As a result women are seen as inadequate and men become resentful of the ‘special treatment’ that follows. Changing these perceptions requires cultural change which cannot be achieved via conventional personnel-based equality initiatives. Many organizations are looking for new ways to present and pursue equality programmes such as a stress on providing a ‘business case’ or through a consideration of the value of workforce diversity. The paper assesses the ability of these initiatives to change the culture for equality. It argues that many organizations are merely pursuing a defensive approach which centres on language change and modified initiatives rather than new approaches to winning consent. In contrast it argues that culture change will only be achieved through a more pro-active approach. Various initiatives such as skills audits and training for men are discussed which indicate what can be done in practice.     

Evaluation of open items using the many-facet Rasch model

The goal of this study is to analyze the quality of ratings assigned to two constructed response questions for evaluating the written ability of essays in Portuguese language from the perspective of the many-facet Rasch (MFR [15 J.M. Linacre, Many-facet Rasch Measurement, 2nd ed., MESA Press, Chicago, 1994. [Google Scholar]]) model. The analyzed data set comes from 350 written tests with two open-item tasks that were developed based on a rating process independently marked by two rater coordinators and a group of 42 raters. The MFR model analysis shows the measurement quality related to the examinees, raters, tasks and items, and classification scale that has been used for the task rating process. The findings indicate significant differences amongst the rater severities and show that the raters cannot be interchanged. The results also suggest that the comparison between the two task difficulties needs further investigation. An additional study has been done on the scale structure of the classification used by each rater for each item. The result suggests that there have been some similarities amongst the tasks and a need of revision for some criteria of the rating process. Overall, the scale of evaluation has shown to be efficient for a classification of the examinees.