进一步完善现代技术在招生工作中的功用

针对近几年高校教育的发展趋势,介绍现代管理技术在招生管理工作中的基本表现形式,分析了现代管理技术在招生管理工作中的作用及其发展的不平衡与障碍,并就进一步完善现代技术在招生管理工作中的功用提出看法。     

Conditional moving linear regression: Modeling the recruitment process for ALLHAT

Effective recruitment is a prerequisite for successful execution of a clinical trial. ALLHAT, a large hypertension treatment trial (N = 42,418), provided an opportunity to evaluate adaptive modeling of recruitment processes using conditional moving linear regression. Our statistical modeling of recruitment, comparing Brownian and fractional Brownian motion, indicates that fractional Brownian motion combined with moving linear regression is better than classic Brownian motion in terms of higher conditional probability of achieving a global recruitment goal in 4-week ahead projections. Further research is needed to evaluate how recruitment modeling can assist clinical trialists in planning and executing clinical trials.     

eHealth recruitment challenges

Little is known about effective eHealth recruitment methods. This paper presents recruitment challenges associated with enrolling African-American girls aged 8–10 years in an eHealth obesity prevention program, their effect on the recruitment plan, and potential implications for eHealth research.Although the initial recruitment strategy was literature-informed, it failed to enroll the desired number of girls within a reasonable time period. Therefore, the recruitment strategy was reformulated to incorporate principles of social marketing and traditional marketing techniques. The resulting plan included both targeted, highly specific strategies (e.g., selected churches), and more broad-based approaches (e.g., media exposure, mass mailings, radio advertisements).The revised plan enabled recruitment goals to be attained. Media appeared to be particularly effective at reaching the intended audience. Future research should identify the most effective recruitment strategies for reaching potential eHealth audiences.     

The future of PR is ‘fantastic’, ‘friendly’ and ‘funny’: Occupational stereotypes and symbolic capital in entry-level job advertisements

Over the past decade, there has been a move towards examining public relations as a socio-cultural practice, acknowledging practitioners as influential communicators who produce and symbolise cultural values through public relations messages. Ideally, a diverse group of professionals would aide in representing a diverse society, but to date, the profession remains female dominated. In this article, it is proposed that practitioners’ own discourse do not only establish what is most valued in the occupation and which habitus suits the practice best, but that the discourse also opens and closes occupational entry for new practitioners thereby contributing to a lack of diversity.This article presents the findings of an indicative thematic content analysis of one of the most common, yet under-research sites of discourse, namely entry-level job advertisements in New Zealand and Australia. Using an interdisciplinary approach, the analysis found that the advertisements placed little to no emphasis on the nature of the work, instead focusing on elements of ‘fit’ whereby new entrants were expected to be charismatic, friendly, and willing to work in an environment that is ‘fun’ and ‘flexible’. In doing so, public relations practitioners tacitly created invisible barriers, a self-limiting occupational culture and furthered existing stereotypes of the ‘perfect’ practitioner.     

Politics−Bureaucracy Relationship in Bangladesh: Consequences for the Public Service Commission

The paper attempts to analyze the consequences of political pressure placed on the Public Service Commission (PSC) of Bangladesh. Through extensive literature review and empirical research, the authors conclude that the independence, efficiency and effectiveness of the PSC largely depend on the politics–administration relationship. Furthermore, this relationship is affected by regime types and it regulates the optimum functioning or malfunctioning of the institution.

Recruiting ethnic minority groups to evidence-based parent training. Who will come and how?

Recruiting ethnic minority groups into research is an international priority and could lead to increased knowledge of evidence-based interventions. Three different strategies for recruiting ethnic minority mothers to participate in research on the effects of parent training were compared. The strategies were recruitment via: 1) professionals from regular public services, 2) community information meetings, and 3) staff from the recruitment team. During the four-month recruitment period, 96 mothers with Somali or Pakistani origin signed up for the study. The results show that the information meetings were the most cost-effective strategy and that the highest proportion of the sample was recruited via these meetings. The three recruitment strategies were all suitable to recruit eligible families with regard to the levels of maternal parenting practices and child conduct problems required. While ethnic minority families are generally difficult to recruit for research, it seems that proactive strategies can pay off.     

Recruitment Strategies for Conducting Research on Women's Retirement

ABSTRACT

Currently, little information is available to inform new or returning researchers about designing and conducting research on the topic of women and retirement. Few published studies describe how to access non-probability samples of retired women, yet preliminary evidence suggests women possess distinctive characteristics that affect their retirement as well as complicate the recruitment process. In this article, certain challenges and benefits of conducting research with women in retirement are presented. Next, important issues to consider prior to sampling retired women are described. Finally, specific strategies for identifying and recruiting community-dwelling retired women are presented and discussed.     

Modelling the role of anticipated emotions in blood donor behaviour: A cross-sectional study

For blood transfusion centres, studying anticipated emotions (AEs) related to blood donation is essential, since these variables influence donation decision. For this reason, this work addresses the need to identify the antecedents and consequences of AEs, which will help explain their origin and their role in donation behaviour. Our purpose is to make further progress with the application of the AE framework in a non-profit context, by analysing how AEs are generated and how they influence decision-making. This study aims to design and validate an explanatory model of donation intention, where motivations and attitude towards donation are direct antecedents of AEs, while AEs, motivations and attitude towards donation act as direct antecedents of intention. Moreover, it has been also considered how the type of donor influences the proposed model as a moderating factor. The final sample is comprised of 35,982 active donors, inactive donors and non-donors. Data was obtained through an online questionnaire, with the collaboration of 14 of the 17 Spanish blood transfusion centres, as well as some universities. Results indicate that (1) AEs, motivations and attitude towards donation are direct antecedents of donation intention, (2) motivations and attitude towards donation are direct antecedents of AEs, and (3) donation experience moderates the relationships between motivations, attitude towards donation, AEs, and donation intention. These results indicate several operational implications that will enable blood transfusion centres to better design and target donation promotion campaigns according to type of donor. Furthermore, the results will let centres assess whether placing value on donation motivation and attitude towards donation can bolster positive AEs, diminish negative AEs and have a direct effect on donation intention.     

Facilitators and barriers to pregnant women’s participation in research: A systematic review

Background

Although there is consensus among many that exclusion of pregnant women from clinical research should be justified, there is uncertainty as to whether and why pregnant women themselves would be willing to participate even if they were found to be eligible. The objective was to identify the reasons why pregnant women participate in clinical research and thereby to distinguish between facilitators and barriers.

我国企业招聘网的分类与有效性实证研究

本文运用RichardT.Cober等提出的框架评估了我国“最佳雇主”企业招聘网在形式、内容与功能三方面的特点,聚类分析的结果验证了我国企业招聘网具有招聘、筛选及招聘与筛选并重三种导向,另有一类企业招聘网难以达成任何人力资源管理目标。无论是外资企业还是本土企业,其招聘网均有部分落入有缺陷的网站类别,两类企业的招聘网在四种类型的分布上没有显著差异。文章还指明了我国企业招聘网的改进方向。