The Subjectivity of Fairness: Managerial Discretion and Work–Life Balance

We use organizational justice theory to examine how perceptions of fairness affect the decision‐making process of line managers. In‐depth interviews were conducted with 35 Irish managers to explore how managers make organizational allocation decisions in cases where it is impractical to offer work–life balance accommodations to all employees. The findings suggest that firstly, managers construct the ‘life’ aspect of work–life balance within a heteronormative framework, where the emphasis is on caregiving and most usually parenting. Secondly, managers actively use their decision‐making powers around both formal and informal work–life balance supports to minimize injustice within their departments. By bringing together ideas about organizational justice and managerial decision‐making, we indicate how managers determine fairness through a decision‐making process narrowed by embedded gender role beliefs. Implications for future research and practice are discussed.     

Eliciting Subjective Survival Curves: Lessons from Partial Identification

When analyzing data on subjective expectations of continuous outcomes, researchers have access to a limited number of reported probabilities for each respondent from which to construct complete distribution functions. Moreover, reported probabilities may be rounded and thus not equal to true beliefs. Using survival expectations elicited from a representative sample from the Netherlands, we investigate what can be learned if we take these two sources of missing information into account and expectations are therefore only partially identified. We find novel evidence for rounding by checking whether reported expectations are consistent with a hazard of death that increases weakly with age. Only 39% of reported beliefs are consistent with this under the assumption that all probabilities are reported precisely, while 92% are if we allow for rounding. Using the available information to construct bounds on subjective life expectancy, we show that the data alone are not sufficiently informative to allow for useful inference in partially identified linear models, even in the absence of rounding. We propose to improve precision by interpolation between rounded probabilities. Interpolation in combination with a limited amount of rounding does yield informative intervals.     

Creating Aging-Enriched Social Work Education

Summary

The CSWE Geriatric Enrichment in Social Work Education Project, funded by the John A. Hartford foundation, aimed to change curricula and organizational structure in 67 GeroRich projects so that all students would graduate with foundation knowledge and skills to work effectively with older adults and their families. The emphasis was on change processes to infuse and sustain gerontological competencies and curricular resources in foundation courses. This article presents lessons learned and strategies for engaging faculty, practitioners and students in the curriculum and organizational change process.     

RACIALIZING CULTURE IS ORDINARY1

This article engages a discussion of Raymond Williams claim that culture is ordinary to explore some of the ways in which racializing culture is embedded in everyday interactions and processes of identification that found subjectivity. It argues that there is a pressing need for social policy analysts to come to grips with the mechanisms through which ‘culture’ comes to be racialized and an object/subject of governance and suggests that current, high-profile articulations of the ‘problems’ of multiculturalism, profoundly hinder such a development.     

Specific Organizational Citizenship Behaviours and Organizational Effectiveness: The Development of a Conceptual Heuristic Device

Organizational citizenship behaviour has generally been associated with organizational effectiveness. However, recent research has shown that this may not always be the case and that certain types of organizational citizenship behaviour such as compulsory citizenship behaviour, may be inimical to the fulfillment of formal goals and organizational effectiveness. Using military historical and business organizational secondary data, the paper maintains that extreme variance in either organizational (task) or personal (social psychological) support organizational citizenship behaviour generates entropic citizenship behaviour which derails completely the effective accomplishment of formal organizational goals. A general model of organizational citizenship behaviour with entropic citizenship behavior as its novel conceptual boundary is developed in the paper, and four specific propositions with implications for future empirical research are delineated.     

Application of FISK,an Invasiveness Screening Tool for Non‐Native Freshwater Fishes,in the Murray‐Darling Basin (Southeastern Australia)

The Fish Invasiveness Scoring Kit (FISK) is currently one of the most popular pre‐screening tools for freshwater fishes. A recent upgrade has ensured its wider climatic relevance to countries with subtropical regions. This enhancement is of particular importance to Australia, which encompasses tropical, arid, and temperate zones, and where the introduction of non‐native fish species poses a significant risk to biodiversity. In this study, 55 fish species previously evaluated in a U.K.‐based calibration of FISK are reassessed for their potential invasiveness in the Murray‐Darling Basin (MDB; southeastern Australia), the continent's largest catchment encompassing arid and temperate climates. Approximately half of the species were classed as “medium risk” and the other half as “high risk,” and the ≥19 threshold previously identified from the calibration study was confirmed. The three highest scoring species (common carp Cyprinus carpio carpio, goldfish Carassius auratus, and eastern mosquitofish Gambusia holbrooki) were those already present and invasive in the area, whereas nearly half of the tropical and subtropical species had lower scores compared to U.K. assessments, possibly because of climate change predictions of drier conditions across the MDB. There were some discordances between FISK and two Australian‐based assessment protocols, one of which is qualitative and the other represents a simplified version of FISK. Notably, the Australian origins of FISK should provide for an additional reason for further applications of the tool in other RA areas (i.e., drainage basins) of the continent, ultimately encouraging adoption as the country's reference screening tool for management and conservation purposes.     

Leadership to Overcome Resistance to Change

Abstract

The thoughtful behavior analysis of organizational leadership and resistance to change by Goltz and Hietapelto (2002) inspired this follow-up article. Goltz and Hietapelto propose that organizational power is determined by the magnitude, frequency, and quantity of consequences under a person's control, and that people resist change when their consequence control is threatened. This presentation extends the Goltz and Hietapelto article by describing 14 distinctions between management and leadership, and offering 16 guidelines for effective leadership that involve more than consequence control. Thus, while managers obtain their influence by controlling other peoples' consequences, leaders go beyond consequence control to benefit the behaviors and attitudes of their colleagues and coworkers. The leadership guidelines are founded on behavioral research and are relevant and practical for any organizational employee, even those who have only minimal influence on the meaningful consequences of their own and others' work life.     

‘We’re Civil Servants’: The Status of Trauma-Informed Care in the Community

ABSTRACT

Trauma-informed care (TIC) in social service organizations means that the organizations operate with the understanding that everyone involved has possibly experienced trauma in their lifetime. This qualitative study examined local service organizations’ usage of the 5 main principles of TIC: safety, trustworthiness, collaboration, empowerment, and choice (as developed by Fallot & Harris, 2006). Ten focus groups (n = 69) and 6 individual interviews (n = 6) with employees from administration through management were interviewed such that almost all facets of each agency were represented. The participants were asked about their agencies’ policies and practices for utilizing the 5 principles of TIC. The results suggest that the vast majority of organizations in this study implemented many of the principles of TIC with clients, though they had not labeled their practices as “trauma-informed.” However, although clients were receiving TIC, some of the principles were neglected as they pertain to staff, such as choice and empowerment. The findings of this study suggest that agencies are unaware of the relevance of TIC as it relates to staff. It is recommended that future research examine whether the use of TIC in agencies prevents “burnout,” high turnover rates, and vicarious traumatization of staff.     

Response-Response Relationships in Organizational Behavior Management

Abstract

The issue of behavioral covariation has been a topic of interest to behavior analysts for many years. Many writers have used the term response generalization interchangeably with behavioral covariation. In this paper, we argue from the extant literature that the term “response generalization” should be used to describe only very specific occasions of behavioral covariation. In fact, we argue, response generalization is merely one of at least six types of behavioral covariation observed in organizational behavior management studies. After describing response generalization, the remaining five types of response-response relations we describe are: (1) physiological relations, (2) when target behaviors occasion related behaviors, (3) when target behaviors reinforce related behaviors, (4) when target and related behaviors are maintained by the same reinforcing stimulus, and (5) covariation through participation in verbal relations. We conclude by discussing the potential for additional research on this topic in the area of verbal relations.     

Effectiveness of FISK,an Invasiveness Screening Tool for Non‐Native Freshwater Fishes,to Perform Risk Identification Assessments in the Iberian Peninsula

Risk assessments are crucial for identifying and mitigating impacts from biological invasions. The Fish Invasiveness Scoring Kit (FISK) is a risk identification (screening) tool for freshwater fishes consisting of two subject areas: biogeography/history and biology/ecology. According to the outcomes, species can be classified under particular risk categories. The aim of this study was to apply FISK to the Iberian Peninsula, a Mediterranean climate region highly important for freshwater fish conservation due to a high level of endemism. In total, 89 fish species were assessed by three independent assessors. Results from receiver operating characteristic analysis showed that FISK can discriminate reliably between noninvasive and invasive fishes for Iberia, with a threshold of 20.25, similar to those obtained in several regions around the world. Based on mean scores, no species was categorized as “low risk,” 50 species as “medium risk,” 17 as “moderately high risk,” 11 as “high risk,” and 11 as “very high risk.” The highest scoring species was goldfish Carassius auratus. Mean certainty in response was above the category “mostly certain,” ranging from tinfoil barb Barbonymus schwanenfeldii with the lowest certainty to eastern mosquitofish Gambusia holbrooki with the highest level. Pair‐wise comparison showed significant differences between one assessor and the other two on mean certainty, with these two assessors showing a high coincidence rate for the species categorization. Overall, the results suggest that FISK is a useful and viable tool for assessing risks posed by non‐native fish in the Iberian Peninsula and contributes to a “watch list” in this region.