Historical development and characteristics of social work in today's China

Social work education has experienced three stages since its introduction to China in the 1920s: introduction, abolishment and reinstatement. Theoretically, there are four types of social work in China: official–educational, official–practical, voluntary–educational and voluntary–practical. In practice, all four types of social work have not necessarily been embodied in each developmental stage, and the order of their historical development is not the same as the order of their logical development; i.e. some types are lacking in some of the stages. Each type of social work has its own characteristics, which are integrated into each development stage. Today, Chinese social work faces two major interrelated tasks: the professionalisation and the institutionalisation of social work. The former refers to the development of standardisation in Chinese social work; the latter has to do with the development of the social welfare institution in general and the development of institutional welfare in particular. In general, the dramatic development in Chinese social work largely depends on the accomplishment of the two tasks.     

Feeling well while chronically ill or impaired: a multilevel study on the moderating role of employment and volunteering in Europe

People with a chronic condition tend to report poorer subjective well-being than people without. This article examines the dependence of the relationship on doing paid and voluntary work, and on macro-level labour market exclusion of people with and without chronic conditions. Data from the European Quality of Life Survey (2011–2012) of people aged between 25 and 65 are analysed using multilevel regression techniques. A chronic condition has a stronger negative effect on subjective well-being for persons who are economically inactive or who never engage in voluntary work. The importance of paid work, however, varies with national levels of labour exclusion.     

Why do participants in voluntary organizations leave? Exploring the relationship between value congruence and length of stay

Recognizing the importance of values and the specific characteristics of participants and situations in voluntary organizations, we examine how value congruence—the fit or compatibility of values between participants and the organization, or among participants—interacts with personal and situational factors to predict participants' length of stay in their organizations. Introducing the case of a voluntary organization that offers shared housing, we measure value congruence through textual similarity in the self‐introduction documents of 49 participants and the organization's mission statement. This approach differs from the self‐reported measures based on participants' perceptions or recalled interactions used in previous studies. In line with expectation‐disconfirmation theory, participants with the strongest beliefs in organizational values had shorter lengths of stay. The amount of intraorganizational communication also moderated the relationship between value congruence and length of stay. This study provides theoretical and methodological implications for nonprofit management by considering personal and situational factors and evaluating value congruence by textual similarity.     

Using Work Values to Predict Post‐Retirement Work Intentions

Work values might be proximal predictors of individuals' late‐career intentions because they serve as guiding principles for the selection, evaluation, and justification of vocational behavior. The purpose of this study was to examine the relationship between work values and post‐retirement work intentions. The authors investigated individual work values within the structure of 4 higher order values elaborated on by Schwartz et al. ( 2012 ). Relationships between work values and 4 types of post‐retirement work intentions were examined. Data from 1,071 employees of a German logistics company were used to test the hypotheses. The results of a structural equation model indicated that work values were differentially related to the 4 types of post‐retirement work intentions. The identified work value–work type combinations add to the literature on post‐retirement work. Practice implications for promoting positive individual and organizational outcomes are drawn from the results.     

基于定性模拟的员工离职行为预测

员工是企业最具生命力的资源,员工的主动离职往往会给企业造成不必要的损失.综合国内外有关员工离职问题的研究,构建了一个员工离职过程模型,将定性模拟技术引入其中,根据QSIM算法的思路,结合有关员工离职行为的常识、专家知识设计了模拟规则,用VB编程并进行了模拟,模拟结果比较符合实际,表明这一方法可以用于员工离职预测的虚拟实验研究.     

Substitution in statutory and voluntary support for relatives of older people

This study investigates the relationship between statutory and voluntary activity in the field of support to family carers of older people in Sweden. The relationship is considered in regard to substitution theory. A survey was conducted comprising 80 local authorities and 358 voluntary organisations. All the local authorities and about a third of the voluntary organisations arranged support activities. The number of activities varied substantially across the municipalities. However, correlation analysis found no significant relationship between local authority and voluntary activity, even though both sometimes arranged the same kinds of activities. In other words, this study finds no support for substitution theory. On the contrary, it shows that a higher level of voluntary activity is found in municipalities where the local authority cooperates with or supports voluntary organisations.     

Protecting children in Scotland: examining the impact of the Children (Scotland) Act 1995

This paper discusses findings from a small‐scale study of the impact on child protection practice following implementation of the Children (Scotland) Act 1995. The Act introduced three new measures to allow the state to intervene in families to protect a child where there is a risk of significant harm. These include the child protection order, the child assessment order and the exclusion order. The child protection order provides for the removal of a child to (or his or her retention in) a place of safety. In the first two years of the operation of the 1995 Act fewer applications were made for this order compared with similar provisions under the previous legislation. This reduction in applications appears to be related to unfamiliarity with new legislation; greater scrutiny resulting from the more formal application to the sheriff court; and the introduction of a new legal criterion for intervention, the presence or likelihood of ‘significant harm’. The introduction of the ‘no order’ principle into Scottish child care law is also likely to be a factor.     

市场反应对盈利预测信息后续披露行为的影响——基于中国沪深A股的经验证据

以2006--2009年为研究窗口,选取在沪、深交易所上市的公司（仅限于发布业绩预告的上市公司）作为样本进行实证研究。结果表明：管理者在自愿披露盈利预测时并非仅仅因为好消息或坏消息来决定披露意愿,还要考虑市场是否合理反映了先前披露的信息;管理者首次披露盈利预测习性越早,其披露盈利预测意愿越强。     

社会企业家的民营化改革实践

民营化的核心含义是指市场机制在资源配置中发挥基础性作用。社会企业家在民营化过程中能够将道德激励与有效行动相结合,利用市场机制志愿供给社会服务和公共物品。在政府、市场和公民社会之间建立多方协同关系,发扬社会企业家的创造性,构成现代国家治理体系的重要内容。     

地方高校志愿服务现状及教育对策

随着“90后”大学生的个性化及新媒体等大环境的影响,我国地方高校志愿服务工作面临新的挑战。当前,志愿服务动机中信念与功利并存、志愿服务意愿中现实与理想矛盾、志愿服务管理中持续与松散矛盾。因此,应从志愿服务动机人性化、志愿服务意愿理性化及志愿服务管理精细化着力,促进地方高校志愿服务的健康发展。