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.     

西部城市农民工双重社会适应研究——基于重庆的问卷调查

论文通过问卷调查数据,采用定量研究方法,对重庆市农民工城市和农村社会适应状况进行了比较,并分析了影响农民工城市社会适应的因素。农民工城乡社会适应水平都不高,城市职业适应和生活适应高于农村,农村文化适应比城市文化适应更好。多元线性回归结果表明:教育程度、收入、打工时间、和配偶一起打工、社会剥夺感、政府帮助等对农民工城市社会适应的不同方面有显著性影响。     

美国企业年金发展动态及其启示

面对人口老龄化趋势,世界上的发达国家普遍建立了企业年金制度。美国产业界举办企业年金有100多年的历史,其典型运作模式———401(k)计划在近20年中占主要地位。研究美国企业年金制度、重点考察401(k)计划的形成、发展以及随着客观环境变化产生的矛盾运动,对于经济转轨条件下的我国企业年金建设有重要的借鉴作用。     

女性农民工职业边缘化的若干思考

通过对女性农民工职业边缘化现状透视,了解职业角色对女性农民工在城市的生存状态、社会地位、发展前景的重大影响,深入分析职业边缘化产生的主客观原因,并进行对策层面的认真思考,围绕扩展女性农民工的视野、提高群体的综合素质、改变消极的就业态度,以及政府出台相关政策等,促使女性农民工改变职业边缘化状态,谋求在城市的全面、自由发展。     

论企业社会工作的概念、目标与原则

企业社会工作、工业社会工作、职业社会工作三者在外延上存在着区别。从历史与逻辑发展角度看,企业社会工作是从工业社会工作的概念发展而来,中间又经过职业社会工作的"过渡",三者在"社会工作"之内涵上相同,在外延上有异。目前,企业社会工作的提法似更为合适。企业社会工作是运用社会工作的专业性手法,以企业单位及其职工为案主对象,以预防和解决企业及其职工问题为目标,以企业员工全面发展和企业组织科学管理为宗旨,以培养和发扬员工互助精神和自助能力为追求,调动和利用各种资源,增进员工福利、提升企业效率,促进员工与企业和谐发展的专业化介入手法与工作过程。     

Has the Nordic Welfare Model Been Transformed?

The Nordic welfare model is undergoing a fundamental transformation. Using Denmark we show how a universal welfare state model is gradually being transformed into an emergent multi‐tiered welfare state. Whereas the Danish pension system's having become multi‐tiered in the 1990s, with private schemes – collective and individual – supplementing public schemes is well documented, scant attention has focused on more recent developments in other areas of the welfare state. This article shows how the multi‐tiered welfare state spread in the 2000s to policies for families, the unemployed and the sick. Although Denmark still offers universal coverage in core welfare state areas, the increased use of occupational and fiscal welfare as well as changes in public schemes has gradually transformed the nation into a multi‐tiered welfare state that is more dualistic and individualistic, with participation in the labour market becoming still more important for entitlement to benefits. These profound changes have taken place in such a way that although core characteristics are still in place, new structures and understandings of the welfare state are also developing. Thus classical typologies need revision, so that they include more focus on this combination of universality and institutional attachment to the labour market. Moreover, measures of what welfare comprises should include not only public but also private elements.     

Feeding the pipeline: Gender,occupational plans,and college major selection

In this article, we analyze gender differences in college major selection for respondents to the Education Longitudinal Study (2002–2006), focusing on educational pathways through college that lead to science, engineering, or doctoral-track medicine occupations and to non-doctoral track clinical and health sciences occupations. We show that gender differences in college major selection remain substantial, even for a cohort in which rates of enrollment in postsecondary education are more than ten percent higher for young women than for young men. Consistent with other recent research, we demonstrate that neither gender differences in work–family goals nor in academic preparation explain a substantial portion of these differences. However, the occupational plans of high school seniors are strong predictors of initial college major selection, a finding that is revealed only when occupational plans are measured with sufficient detail, here by using the verbatim responses of students. We also find that the association between occupational plans and college major selection is not attributable to work–family orientation or academic preparation. Finally, we find gender differences in the associations between occupational plans and college major selection that are consistent with prior research on STEM attrition, as well as with the claim that attrition also affects the selection of majors that are gateways into doctoral-track medicine. We discuss the implications of the predictive power of occupational plans formed in adolescence for understanding sex segregation and for policies intended to create a gender-balanced STEM and doctoral-level medical workforce.     

江苏省人口职业结构及分布特征分析

利用江苏省历年统计年鉴、全国第三、四、五次人口普查资料中1980—2008年江苏省各类产业和职业的人口数据,采用描述性统计和特化系数法,对江苏省人口职业结构的空间分布现状及变化趋势进行探讨。研究表明：江苏省三大产业的人口结构遵循全国的一般规律,即第一产业人口比重下降,第二、三产业人口比重提高。其中,第三产业人口比重上升幅度不断加快。人口产业结构类型由正三角型,经过鼓型过渡型,向倒三角型转变。与产业结构的变化相适应,从事农业人口比重有所下降,从事服务业人口比重显著上升。     

Estimating the 'appropriate' age for retirement as a function of perceived occupational characteristics

The 'appropriate' age for retirement as perceived by 120 young, 120 middle-aged, and 120 elderly adults was investigated. No participants displayed any difficulties in expressing an opinion about the minimum and maximum 'appropriate' ages for retirement for various different occupations. Participants' representations of the 'appropriate' retirement age varied primarily as a function of the perceived physical constraints involved in the occupation but also depended on their age (the younger the respondent, the lower the perceived 'appropriate' minimum retirement age). There was no tendency among the young adults to wish to prolong the work life of older individuals. There was no tendency in any of the three age groups to associate age of retirement with perceived cognitive or social and organizational characteristics of work: only the perceived physical demands of work predicted age at retirement.     

The effect of objective job demands on registered sickness absence spells; do personal,social and job-related resources act as moderators?

Abstract

This study applied Karaseks demand-control model, using sense of coherence (SOC), social support and job control as moderators of effects of job demands on ensuing sickness absence spells in a 3-year follow-up of 856 municipal employees. Among men the results supported the active learning hypothesis. Passive jobs predicted a high number of sickness absence spells and active jobs predicted a low number of spells. for short spells (1-3 days), the demand-control interaction, however, depended on SOC. In active jobs SOC was negatively associated with sickness absence spells; in passive jobs no such association was found. For long spells (3 days), the demand-control interaction depended on occupational level; active jobs were predictive of low absence spells among blue collar men. Among women, the results supported the strain hypothesis. The demand-control interaction, however, depended on household size. In small households, high-strain jobs predicted a high number of spells, while no increase in spells was found in active versus low-strain jobs. In larger households, the number of spells correlated positively with increasing demands even when control was good. The demand-control interaction, however, depended on SOC and spouse support. With strong SOC or spouse support, absence spells in active jobs remained on a relatively low level, otherwise active jobs led to a high number of spells. This suggests that SOC and spouse support may act as protective factors against female role conflicts associated with active jobs