Field Instructors' Commitment to Student Supervision: Testing the Investment Model

The aim of the study was to examine field instructors' commitment to student supervision, using an adapted form of the Investment Model, which consists of six components related to supervision: rewards (positive aspects of the job), costs (negative aspects of the job), degree of investment in the job, quality of alternative jobs, satisfaction of the job, and commitment to the job. A non‐purposive sample of 178 field instructors of bachelor‐level social work students completed mailed questionnaires. The findings show that the greater the rewards, the greater the field instructors' commitment, investment, and satisfaction. On the other hand, higher job cost was inversely related to commitment, satisfaction, and investment. Job satisfaction mediated between rewards, cost, investment and job commitment. The article helps to illuminate some of the factors associated with field instructors' commitment to undergraduate student supervision and suggests ways of increasing it.     

From Solidarity to Fluidarity: Social movements beyond 'collective identity'--the case of globalization conflicts

Over the 1980s 'collective identity' became established as one of the orthodoxies of the sociology of social movements. This paper considers this development, and argues that 'collective identity' does not allow a conceptualization and exploration of critical dimensions of action and identity emerging in contemporary globalization conflicts. Drawing on fieldwork undertaken with Direct Action groups in Australia and the USA, this paper considers (i) the role of affinity groups, (ii) the question of representation, (iii) network culture and fluidarity, and (iv) the narrative structure of action. In the light of these, the paper critiques the 'collective identity' model, while also suggesting limits to the 'personalized commitment' thesis (Lichterman, The Search for Political Community , Cambridge: Cambridge University Press, 1996) advanced in relation to Green activists. The paper argues in the context of network societies, the analysis of processes of action and identity within contemporary social movements must shift from 'solidarity' to one of 'fluidarity', and from 'collective identity' to one of 'public experience of self'.     

The Scientific and Methodological Basis of a Systematic Approach to Human Behavior Management

Behavior management has become an increasingly popular approach to the improvement of human work effectiveness. Philosophically, the origins of this movement can be traced almost directly to the Skinnerian distinction between operant and respondent behavior. The implications of this distinction have led to a reinforcerment based technology of behavior change with which behavior management is closely identified. In the present paper, it is argued that such an alignment places the behavior management approach in too narrow a perspective. In its most fundamental sense, this movement is both a scientific and methodological endeavor. As a science, behavior management has an empirical character marked by concerns for the objectivity and validity of its knowledge. Within this framework, the methodology it employs has many features in common both with procedures of "the experimental analysis of behavior" and with the tradition of "quasi-experimentation." The essential features of this common methodology are outlined. and their relation to several imponant types of validity issues is noted. In the final analysis, it is suggested that behavior management can be viewed more profitably as a general purpose "tool" for the evaluation of any potentially effective management practice than as a technological outgrowth of operant conditioning.     

可置信威胁与制度安排

博弈理论认为,博弈参与人在谋求自身利益最大化的过程中,会产生个体理性与集体理性矛盾的纳什均衡,导致个体理性难以实现,可借助可置信威胁对其加以改变。上述结论也适用于市场经济条件下的经济主体,因此,需要政府通过承诺行动,作出可置信威胁的制度安排,以保证个体理性与集体理性的统一,使个体理性最终得以实现。     

Comment on “Commitment vs. Flexibility”

This comment corrects two results in the 2006 Econometrica paper by Amador, Werning, and Angeletos (AWA), that features a model in which individuals face a trade‐off between flexibility and commitment. First, in contrast to Proposition 1 in AWA, we show that money‐burning can be part of the ex ante optimal contract when there are two states. Second, in contrast to Proposition 2 in AWA, we show that money‐burning can be imposed at the top (in the highest liquidity shock state), even when there is a continuum of states. We provide corrected versions of the above results.     

城市基本公共服务面向农民工开放度测量研究

2016年1月起实施的《居住证暂行条例》从根本上摒弃了农民工享有城市基本公共服务的制度桎梏，但农民工实际所能享有的水平尚取决于城市政府开放其公共服务的程度，包括“承诺”服务的领域多少和所设置的约束“条件”高低。本文以各城市居住证管理制度文件为依据，运用全国流动人口调查数据，测量城市基本公共服务面向农民工群体的开放度。结果显示：（1）城市基本公共服务全部领域超过一半面向农民工开放，开放度0.5076。即便在排他性服务领域，也超过1/3面向农民工开放，开放度达到0.3569，农民工开始实质性享有城市基本公共服务，但离平等权利仍有距离；（2）开放度在区域间的分布表现为东部城市低于中部城市更低于西部城市、直辖市低于省会城市更低于其他地级市，珠三角、长三角和京津冀城市低于三大经济圈外城市。相对发达的城市开放度更低，反映出开放度高低主要取决于城市政府的开放意愿而非提供服务的能力；（3）开放限制主要来源于“条件”约束，城市政府在排他性服务领域的承诺度0.7703，承诺服务的领域超过3/4。但约束度达0.4502，城市政府只向其中54.98%能满足约束条件的农民工开放所承诺的服务，源自约束条件的限制占到开放限制的60%以上。城市政府遵循居住证制度规范面向外来人口统一“承诺”服务，但通过“条件”约束选择性地限制了农民工获得城市基本公共服务的机会，农民工平等权利的最终实现尚需要政策制度的系统性配套改革。     

A Path to Successful IT Outsourcing: Interaction Between Service‐Level Agreements and Commitment

Although service‐level agreements (SLAs) are important for IT outsourcing management, appropriate mechanisms for constructing effective SLAs are still poorly understood, leading to inadequate or overcomplicated contracts that are ineffective. This study examines the associations among three distinct sets of SLA characteristics and outsourcing success, as well as the role of commitment in these relationships. Analyzing survey data based on a model theorizing the alignment of SLA characteristics with intended outsourcing objectives, we find that different types of benefits attained through IT outsourcing arrangements are associated with the use of specific contractual dimensions. We also find that commitment, in general, moderates the impact of SLAs on outsourcing success, although the nature of the moderation varies with the different benefits IT outsourcing engagement is intended to achieve. Interestingly, in certain cases—change characteristics for achieving technology benefits, in particular—commitment can be a barrier to the effective use of SLAs in achieving intended outsourcing benefits. As such, our study extends the literature on IT outsourcing, contracting and commitment, as well as provides a general guideline for practitioners to structure effective SLAs and to properly use commitment for managing IT outsourcing engagements to successfully achieve intended benefits.     

Social Workers' Implementation of Client Participation: What Factors Make the Difference?

ABSTRACT

Client participation is both a value and a strategy in social work, involving clients in decisions influencing their lives. Nevertheless, the factors encouraging its use by social workers in social services have received little research attention. This article reports on a study drawing on Goal Commitment Theory to examine, for the first time, four categories of variables that might predict its implementation: background variables (intervention method, age, experience, education, supervision); personal resources (self-esteem, mastery); organizational variables (superiors' support, organizational commitment); and situational factors (previous client participation, perception of client participation).

A sample of 661 Israeli social workers completed questionnaires. Hierarchical regression analysis and t-tests revealed that intervention method, mastery, superiors' support, and both situational variables contributed significantly to explaining the variance in client participation. Moreover, social workers valued client participation significantly more than they used it. The implications for researchers and professionals in social services are discussed. Proper training could increase social workers' awareness of client participation and provide tools for implementation. Policy makers should set standards for its use and evaluation, and require its inclusion in all interventions. Further research investigating clients and managers of social services could provide a broader picture of the factors impacting client participation.     

我国企业公仆型领导量表的设计与检验

本文采用文献研究、专题座谈会、个别深入访谈、关键事件分析以及问卷调查等多种研究方法,编制了一个由11个维度的44个计量项目组成的公仆型领导量表,并通过定性和定量分析,对这个量表的心理测量特征进行了初步的检验.可靠性分析、探测性分析、确认性与二阶因子分析、多层次线性模型分析结果表明,作者编制的公仆型领导量表具有较好的可靠性、会聚有效性、鉴别有效性和预测有效性,可用于计量组织、部门、基层单位等各个层次的公仆型领导风格.     

企业薪酬管理公平性对员工工作态度和行为的影响

作者对广东省七家饭店的员工及他们的主管进行了前后两次问卷调查,通过纵断数据分析,探讨员工的薪酬公平感和满意感与他们的情感性归属感、工作积极性和工作绩效之间的因果关系。数据分析结果表明,企业薪酬管理公平性是影响员工薪酬满意感的重要因素,员工的薪酬公平感和满意感会影响他们的情感性归属感,薪酬管理信息公平性会影响员工的工作积极性和工作绩效,员工的薪酬满意感与他们的工作积极性和工作绩效存在双向因果关系。