The Kazakhs of Western Mongolia: transnational migration from 1990–2008

The Kazakhs are the largest minority group in Mongolia, a relatively homogenous country dominated by Khalkh Mongols. Since 1991, Mongolia has transitioned politically and economically and witnessed significant changes in internal and international migration flows. The large-scale movement of ethnic Kazakhs from Western Mongolia to Kazakhstan represents one such emerging international flow. This migration is influenced by economic motivations, historical cultural ties to Kazakhstan, and immigration policies of both countries. This paper assesses the local and national circumstances that shape migration decision-making in Western Mongolia during the transition years and highlights changes in the characteristics and directions of migration flows during this time. We identify three periods of migration with each period characterized by changing economies and national policies in Mongolia and Kazakhstan, as well as changes in communications technologies and extensiveness of social networks among prospective migrants. These periods illustrate how transnational migration flows evolve through time and are affected by national, local, and individual circumstances.     

Collaboration patterns among Swedish professionals in the repatriation of unaccompanied asylum-seeking refugee children: an explorative study

This study explores patterns of collaboration between Swedish professionals involved in the repatriation of unaccompanied asylum-seeking refugee children. A qualitative case study methodology was used. Semi-structured interviews were conducted with a total of 20 statutory social workers, social workers at care homes, police officers, Swedish Migration Board officers, and legal guardians. A thematic approach was used to analyse the data. The results showed low levels of collaboration among the professionals and the use of different strategies by the professionals to manage their work tasks. Patterns were found among the professionals: some tended to isolate themselves from interaction and acted on the basis of personal preference, and others tended to behave sensitively, withdraw, and become passive observers rather than active partners in the repatriation process. These behaviours made it difficult for the relevant professionals to employ dignity and efficiency in the repatriation of unaccompanied asylum-seeking refugee children.     

论收容遣送制度和救助管理制度的两种极端表现--写在《城市生活无着落的流浪乞讨人员救助管理办法》颁布之际

收容遣送制度施行到20世纪90年代,走向了一个极端,即福利性的收容遣送变成了惩罚性的收容羁押.取代收容遣送制度的<城市生活无着落的流浪乞讨人员救助管理办法>虽然完全克服了收容遣送的极端做法,但似乎又走向了另一个极端,即对受救助人员无限制的救助,一味强调受救助人员的权利和要求,没有规定其义务;对救助理管理机构只规定提供救助理的义务,没有赋予其管理的权力.这种极端的做法有可能使我国的救助管理制度流于形式,不能得到真正的贯彻落实.     

Black-boxing political intersectionality: on ‘othering’ that deprives individuals of their citizenship

The case of the Aegean Macedonian refugees, survivors from the Greek Civil War (1946–1949), is particularly powerful in ‘demonstrating’ that one must address the ways in which the categories of difference on the one hand and identity and inclusion on the other hand, condition the very mode of ‘othering’ specific to certain histories of subjugation that are consubstantial with the hierarchical and differential value social identities have within our contemporary European society. Through the case-narrative of L, I analyze the practice of ‘othering’ as deployed by Greek laws within the parameters of ethnicity and the social ontology of collectivity. The analysis shows that citizenship, as one element of the nationalist project, intersects with ethnicity and forced migration bringing about ‘by genus’ repatriation.     

Work adjustment after combat deployment: reservist repatriation

A longitudinal, qualitative study was conducted with United States (US) Army reservists to explore the concerns and obstacles in the process of returning to the civilian workforce following a combat deployment. A person–environment fit perspective is used to explain the adjustment process and obstacles encountered by the returning reservists. Seven waves of interviews over a 12-month period were conducted. These interviews resulted in the development of a process model of reintegration to work. This process model consists of four phases: Return Home, Return to Work, Activation, and Settling In. We discuss the factors and events that characterize each phase and provide some practical recommendations for employers of military reservists.