农村50岁以上独生子女父母养老经济能力分析——基于南京市高淳县的195份问卷调查

对南京市高淳县农村的195份抽样调查显示,目前50岁以上农村独生子女父母日常生活的经济来源,主要是靠自己劳动,其次是子女的支持,而社会保障仅起到辅助作用;他们大多数无固定收入,半数以上经济收入低于或接近最低生活保障线,对经济收入满意度较差;近七成人不同程度地感觉经济比较窘困。关注这些曾经为我国人口控制作出突出贡献的家庭养老问题,是构建公平正义、和谐社会的应有之义。     

家庭因素对出生性别比失衡的影响--微观人口经济学视角的分析

从微观人口经济学角度分析有女无儿家庭的二孩及以上孩次生育决策的影响机制,认为:作为生育主体的妇女家庭地位偏低、家庭主要从事农业经济活动以及基于农业生产的传统消费模式等均影响了家庭层面出生性别比的上升。而妇女家庭地位的提高、家庭经济类型以及消费模式的转变,将对在家庭层面维持正常的出生性别比发挥积极的作用。     

魏晋时期太原王氏居地考

东汉末年至魏晋时期,太原王氏居地屡有迁移。东汉末年居晋阳,时值乱世,因当时由并州向邺强行迁徒人口,族人乃移居野王县。曹丕登基,迁都洛阳,“令天下听内徙”;黄初二年前后,太原王氏由野王迁至洛阳。西晋末年,社会动荡,北方大族先后南迁,永嘉年间,王氏家族大部分相继迁往建邺,恰逢琅琊王司马睿网罗天下人才之机,王氏家族又与新的政治势力结合,继而获得自身的政治地位。     

农业信息化与农产品质量——基于家庭农场农产品质量安全认证行为的分析

如何提高农产品质量安全水平,满足人民群众对安全优质农产品的需求,是现阶段我国社会主要矛盾转变背景下应该回答的重要问题。本文利用"全国新型农业经营主体发展指数调查"中1461个家庭农场的追踪面板数据,将信息进村入户工程的推进作为一次准自然实验,运用PSM-DID方法实证分析农业信息化对家庭农场农产品质量安全认证行为的影响及其作用机制。结果表明,信息化对家庭农场进行质量认证及进行认证的个数均有显著正向影响,信息化能够显著提升家庭农场生产的农产品质量。进一步分析发现,这主要通过内部推力和外部拉力两条途径来实现:一方面,信息化通过破解农产品质量认证的技术约束,降低技术成本,为农产品质量认证提供内在推力;另一方面,信息化通过拓宽农产品销售渠道,打破销售市场狭窄的困境,促进经济效益提升,为农产品质量认证行为提供外在拉力。据此,提出继续加快农村信息化服务普及速度,提高农户信息获取能力和应用能力,强化信息化对提升农产品质量的影响路径等政策建议。     

Ambidexterity in family firms: The interplay between family influences within and beyond the executive suite

Ambidexterity commonly refers to the simultaneous pursuit of exploration and exploitation and may be particularly beneficial for family firms. In this study, we investigate how family CEO and top management team (TMT) family affiliation influence ambidexterity. In addition, we consider the role of family ownership dispersion and how it impacts the ability of the top managers of family firms to foster ambidexterity. We test our hypotheses on a unique dataset combining archival and multiple respondent survey data of 167 German family firms. Our results shed light on conditions under which family-led leadership can pursue ambidexterity.     

The motherhood wage penalty: A meta-analysis

Mothers tend to receive lower wages than comparable childless women. This ‘motherhood wage gap’ has been reported in numerous studies. We summarize the existing empirical evidence on this topic using meta-analysis and test for several mechanisms which can be responsible for the persistence of the wage gap. Based on 208 wage effects of having exactly one child and 245 wage effects of the total number of children, we find an average motherhood wage gap of around 3.6–3.8%. While the gaps associated with the total number of children are mostly explained by the loss of mothers' human capital during child-related career breaks, the gaps associated with one child are predominantly driven by mothers' choice of jobs and occupations that pay less. The residual gap is smallest in Nordic countries, where public policies actively support gender equality and reconciliation of work and family, as well as Belgium and France, and largest in the post-socialist countries of Central and Eastern Europe and Anglo-Saxon countries.     

Omniscience at the Edge of Chaos: complexity,defences and change in a Children and Families Social Work department

ABSTRACT

This paper will explore a period of organisational change in a Children and Families Social Work team, applying ideas from complexity theory and psychoanalysis to explore the changes that occurred. In doing so it will critique the Newtonian concept of cause-and-effect linear causality, instead positing a nonlinear model of an organisation as a complex adaptive system in flux as it interacts with its environment. The paper will go on to posit that Bion’s psychoanalytic concepts of Omniscience and K Activity are self-organising forces in social care organisations, and when anxiety is not managed effectively, reductionist technical-rationale approaches to Children and Families Social Work dominate practice. It will conclude by outlining how the organisation’s effective management of anxiety through the creation of containment, created a series of organisational changes. These changes better supported the management of the complexity and uncertainty inherent in the social work task, raising possibilities of improvements in social work practice beyond the organisation.     

Adolescent caretaking of younger siblings

Sibling interactions play important roles in socialization; however, little is known about sibling caretaking in contemporary families. This study examined the prevalence of adolescents providing care for younger siblings and the quality of care as associated with a broad spectrum of individual, microsystem, and macrosystem factors. Relying on nationally representative time diary data from the American Time Use Survey, we found that factors at multiple levels (individual, microsystem, and macrosystem) were associated with sibling caretaking. Gendered patterns in caretaking emerged. The caretaker’s sex and the ages and sexes of younger siblings correlated with the incidence and quality of sibling care. Boys more often cared for younger brothers, and girls more often cared for younger sisters. In addition, boys more often played with younger siblings while girls more often provided physical care and talked with younger siblings, mirroring gendered patterns seen in parents.     

Strategies for work–family balance in a South African context

ABSTRACT

Finding and maintaining work–family balance has become an increasingly difficult challenge for South African families due to various factors, including economic, political, social and cultural changes that can impact negatively on family well-being. While pathways and strategies for work–family balance have been identified in other contexts, there is little available research on the topic in a South African context. Considering the knowledge that South African social workers have in this regard as a result of their training, qualifications and role in the South African context, South African social workers were selected as participants. The aim of this study was therefore to explore and describe, from the perspective of a group of South African social workers, strategies for work–family balance that can potentially contribute to family well-being in a South African context. A narrative inquiry research design was implemented. Thirteen female social workers between the ages of 23 and 46 who work in different social work contexts across South Africa were recruited by means of purposive and snowball/network sampling. Data were collected by means of written narratives and analysed by thematic analysis. The findings identify the following strategies: Setting clear boundaries, open communication in work and family domains, strengthening personal and professional support systems, planning, time management and prioritising, self-care, reasonable work environment and continuous personal and family assessment. While the findings share similarities with work–family balance strategies identified in other contexts, this study’s significance lies in the fact that it identifies strategies specifically for the South African context and that it does so from the perspective of South African social workers.     

Which Models of Supervision Help Retain Staff? Findings From Australia’s Domestic and Family Violence and Sexual Assault Workforces

ABSTRACT

The contribution professional supervision makes to quality services, staff satisfaction, and retention is well recognised across social work and human service settings. Yet frequent supervision is difficult to provide where organisational resources are limited and urgent client-related tasks must take priority. In these contexts, group-based supervision may offer an alternative to traditional individual approaches, yet its impacts have been infrequently researched. Using survey data (n?=?917), we examine the prevalence of individual and group-based supervision among practitioners delivering domestic and family violence and sexual assault services (DFVSA), and associations these forms of supervision have with staff retention. While individual supervision remains most common, one in eight practitioners report that they never receive it. Multivariate analysis indicates frequent individual supervision is most effective for retaining practitioners. This provides empirical support for prioritising individual supervision within strategies for promoting workforce sustainability and service quality in DFVSA and other social service settings.

IMPLICATIONS

• Individual supervision remains more common than group-based approaches in domestic and family violence and sexual assault services.

• Workplaces should consider prioritising individual supervision over group supervision when attempting to improve practitioner retention.

• Managers should adopt a critical stance and consider evidence when assessing the implications of adopting group-based approaches to supervision.