Finding Love: Passion,Intimacy, and Commitment in the Relationships of Gay Men

This paper identifies the stages of gay male relationships through a qualitative analysis of the interviews of 12 gay men within the context of the Sternberg ( 1986 ) three component model of love. Four stages were identified: Confrontation with sexuality: Preparing for intimacy, Exploration of Sexuality: Engaging with passion, Experimentation with Relationships: Uniting intimacy and passion, and Formation of Committed Relationships: Integrating passion, intimacy, and commitment. Confrontation with Sexuality was a necessary first step before forming intimate relationships, as it provided a context for the second stage of Exploration of Sexuality, where passion could be explored. Once sexuality had been explored, Experimentation with Relationships was the next stage which involved uniting passion with intimacy, often including a period of experimenting with the types of relationships that are usually explored much earlier for heterosexuals. Finally, the fourth stage of Formation of Committed Relationships was identified which involved the integration of passion, intimacy, and commitment. The therapeutic implications of these results are elaborated by an analysis of these stages in clinical cases.     

均衡化义务教育的公平性考量与策略

正义是教育公平的尺度,它决定了义务教育的均衡化针对的是由外在于个体的因素所导致的不平等问题.均衡发展与优质发展在义务教育中同时并立.从公正的视角看,义务教育的均衡化实践往往重视一体化的资源配置方式,忽视权力转换的“暗箱操作”;重视显在的物质资源配给,忽视潜在的精神排斥;偏于资源配给的数据“信仰”,漠视资源获取、转换的能力机制.为避免义务教育的均衡化发展流于形式,相关的责任机构应正视和弥补实践中的“盲点”,面向所有儿童,最大限度地实现教育的起点公平.     

县级政府绩效评估的发展及其典型模式

当前,县级政府绩效评估可划分为“目标责任制”“社会承诺制”“效能导向制”“专项评估制”和“科学发展观导向制”五种模式,四川达县、邳州、武威市凉州区、湖州各区县、厦门思明区分别具有代表性。由于各地情况存在差异性,不同的评估模式表现出自身的特色和独特风格,但总体而言,呈现出两大趋势：一是紧密围绕县政府职能设置指标体系;二是强调突出公共服务职能和城乡统筹职能的考核。     

民族地区义务教育问题与对策研究——以务川仡佬族苗族自治县为个案

在国家及各级地方政府的大力扶持下,我国民族地区义务教育状况发生了巨大变化——教育教学条件大幅改善,教育水平不断提高.尽管如此,民族地区义务教育仍然存在着许多亟待解决的问题.基于此,文章以贵州省务川仡佬族苗族自治县为个案,分析了该县义务教育发展面临的现实问题,并提出了切实可行的解决措施,以期为促进民族地区义务教育更好更快的发展提供参考与借鉴.     

The Influence of Managed Care on Job-Related Attitudes of Social Workers

This study explores the relationships between the levels of conflict that social workers experience when interfacing with managed care organizations and outcome variables including job satisfaction, organizational commitment, emotional exhaustion, and turnover intentions. A total of 591 social workers practicing in mental health agencies in New York State completed self-administered and anonymous questionnaire packets that included several measures: Level of conflict that workers experience when interfacing with managed care organizations (CMC), job satisfaction, organizational commitment, emotional exhaustion, and turnover intentions. Results showed that CMC had statistically significant correlations with organizational commitment and with emotional exhaustion. The author discusses the role of social work schools and agencies in offering new educational opportunities and training in order to improve workers' skills, which are necessary for communicating and negotiating with managed care organizations.     

Same-Sex Couples' Experiences with Homonegativity

Abstract

Same-sex couples face many challenges in forming and maintaining committed relationships. Challenges unique to same-sex couples include experiences with homonegativity. Sixteen same-sex couples were asked to share their experiences with homonegativity that had an influence on their relational commitment. Data from their conversations were analyzed using Consensual Qualitative Research methodology (Hill, Thompson,&Williams, 1997). Analyses revealed that same-sex couples commonly experienced homonegativity from general societal sources and family of origin. Additionally, some couples experienced homonegativity from religious and legal sources. The implications of these results for relational commitment and future research on same-sex couple relationships are discussed.     

“It Is Not a Big Deal,I Can Do It,Too”: Influence of Parental Divorce on Professional Women's Marital Experience in Turkey

This article reports on a study of how parental divorce affects the marriage and divorce experiences of professional women in Turkey. Drawing on the retrospective accounts of eight professional women in relation to their own divorce and those of their parents, this study highlights the role of parental divorce and cultural context in adult children's attitudes, beliefs, and experiences regarding their own union formation. Based on this small qualitative sample, results demonstrate that parental divorce affected women's entire lives, with considerable impact on their commitment to marriage and view of divorce in general. They learn from their parents that marriages can be broken when they do not function properly. As a result, instead of being more patient or self- sacrificing, as is frequently advised to women in Turkish society, the women in this study readily tended toward divorce as a viable solution to marital problems.     

The impact of labor shortage on the employee commitment

ABSTRACT

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals’ workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees’ loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees’ commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals’ workplace attitudes. Understanding of employees’ decisions to maintain their organizational membership is supported by the relationships found in this research.     

Beyond organizational ties: foundations of persistent commitment in environmental activism

ABSTRACT

Movement scholars commonly treat persistent commitment as an aspect of activism that is set in motion when recruits join a group or organization. To investigate the phenomenon of sustained activist commitment that exists separately from or in addition to organizational membership, I examine activist commitment to environmental causes. I base this analysis on thirty open-ended interviews, averaging eighty minutes, with activists whose persistent commitments to environmental causes range from ten to fifty years. I (a) identify patterns that long-term environmental activists express in their personal biographies and activist trajectories, (b) generate insights about commitment mechanisms that exist independently of organizational membership, (c) discuss how existing conceptions of activist commitment might be extended. I recommend that scholars look beyond organizational ties to pinpoint specific mechanisms that produce and sustain activist commitment to causes. I find that committed environmental activists link their activism to strong connections with nature, biographical influences, individual tactics, and personal missions rather than to organizations.     

高校教师组织支持、组织承诺与工作绩效关系实证研究

提高教师对高校组织的忠诚度与爱岗敬业精神,引导他们表现可靠的组织行为,促进教学与科研水平、提升教育质量和效益、培养高素质人才,已成为各高校管理人员必须关注的问题。通过文献研究总结,以人力资源管理及组织行为学的相关理论为背景,采用实地访谈和问卷调查的实证研究方法,对高校教师组织支持、组织承诺及工作绩效的内容、结构和关系、影响因素进行研究,建立了三者之间总体关系模型,揭示了相互影响关系。对高校的人才培养及科研工作、高校的人事制度改革、人力资源管理有重大的理论和实践意义。