Examining the Student's Decision to Pursue a Joint Graduate Degree Program in Social Work and the Law

In response to economic and educational trends, an increasing number of American universities are offering joint graduate degree programs in social work and the law. However, little is known about what drives a student to pursue study in these programs. This research study involved qualitative interviews with nine students in the United States either currently enrolled in a joint degree program in social work and law or who considered the joint degree program, but chose a single degree program instead. Interviews focused on what factors drew students to, or deterred students from, dual matriculation. Grounded theory analysis was used to identify themes across interviews. The findings can inform development of new joint degree programs in social work and law, as well as guide improvement of recruitment and retention practices for existing programs.     

Development of the Geographical Proportional-to-size Street-Intercept Sampling (GPSIS) method for recruiting urban nightlife-goers in an entire city

Abstract

We developed the Geographical Proportional-to-size Street-Intercept Sampling (GPSIS) method in order to obtain a sample of nightlife-goers which accounted for the diversity of spaces, patrons and locations within two Swiss cities. Popular nightlife zones were identified and quantified using social media data and local experts’ knowledge. Young people were recruited in the streets on Friday and Saturday nights on three consecutive weekends using the ‘fixed-line method, pro-rated for the zone’s estimated popularity. Of the 3092 young adults approached, 896 agreed to pre-register. The importance of recruitment in multiple zones and over multiple weekend-days was evidenced by significant variations in participant demographics and registration rates between recruitment zones, times and weather conditions. To conclude, by combining a geographical approach with in situ recruitment, GPSIS has considerable potential as a tool for recruiting samples that represent the diversity of the nightlife population and spaces.     

Why don't women want to be social workers anymore? New managerialism,postfeminism and the shortage of social workers in social services departments in England and Wales

Since its origins as a philanthropic activity, the practice of social work in the UK has, numerically at least, been dominated by women. This continues to be the case, though fewer women are presenting themselves as candidates for training courses, and men do not appear to be taking their place. In addition, social workers are leaving their posts for alternative career opportunities. As a consequence there is a staffing shortage, which in some parts of London and the south-east of England, is said to have reached crisis proportions. Whilst there are a number of reasons as to why this situation has evolved, this paper gives particular attention to the way in which new managerialism is contributing to the difficulties in retaining staff. The difficulties in recruiting staff are attributed not only to the low status that is afforded caring work in late modernity, but also the postfeminist context that provides women with new opportunities for paid work in the public sphere.     

The teaching of statistics in UK universities

Summary.  The project on the teaching of statistics in UK universities has two phases. In phase 1 various data sources are explored and the Directory of Academic Statisticians is identified as the most reliable source of data on statistics teaching staff. The number of staff in core mathematical science groups peaked in 1996 and has declined since then. The decline is related to research assessment exercise score. Phase 2 is a survey of university groups that identify with the discipline of statistics within the mathematical sciences and which are the key groups for determining the future supply of statisticians. These groups can be categorized as strong, marginal or weak, depending on their recent history and perceived prospects. This categorization is used to make projections of staff numbers in 2010. A decline of between 7% and 22% is expected. The position in medical statistics is stable. Conclusions are drawn in the final section on the basis of the survey returns and the analysis of the Directory of Academic Statisticians data.     

The emergence of employer information networks in an experimental labor market

We use laboratory experiments to investigate whether employer networks emerge that facilitate information sharing about the trustworthiness of job candidates. The design allows us to distinguish between mechanisms underlying the relations among employers and those between employers and workers. One type of network we observe is an ‘anonymity network’ where information is anonymously and voluntarily provided as a collective good for all employers to use. The other type is a ‘reciprocity network’ where information sharing is driven by the rewarding of previously given information by the requestor. Recruitment through these networks leads to higher earnings for both employers and workers.     

数据仓库技术在高校大类招生专业选择分析中的应用

本文研究数据仓库技术在高校大类招生环境下,学生自主选择专业行为特征分析中的应用,为高校大类招生相关政策的制定提供理论支持及技术手段.首先介绍了数据仓库星形模型分析方法,结合专业选择分析相关需求描述数据仓库建立的一般步骤.随后以北京科技大学经济管理学院2005级学生基本信息及学科成绩为例,重点阐述学生专业选择数据仓库逻辑模型设计.通过确立学生基本影响因素分析和学生成绩分析两大主题,充分分析学生基本属性、学生成绩等对学生选择专业的影响,并给出OLAP分析结论.     

对人力资源管理方法的探讨

人力资源管理的方法很多 ,从定量分析的角度讲 ,有定编定员方法、人力资源供给预测方法、员工工资分配方法、员工招聘和培训的成本收益分析方法。人力资源管理中的这些定量方法 ,可以作为人力资源管理的高层决策和参考。     

Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications

We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. The results confirm this hypothesis. For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses. This means ethnic minorities received 57.4% fewer positive responses than applicants with English names for leadership positions despite identical resumes. For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses. This means ethnic minorities received 45.3% fewer positive responses for non-leadership positions despite identical resumes. Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact. In contrast, hiring discrimination for leadership positions was not significantly influenced by whether the job advertisement emphasized individualism or learning, creativity, and innovation. Our findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions.