英语报刊新闻报道中比喻现象的翻译

本文通过对英语报刊新闻报道中的大量比喻现象进行分析,对英汉两种语言中喻体形象进行比较,在此基础上提出翻译时对喻体现象的处理方法,即保留喻体、替换喻体、省略喻体,并就此探讨比喻翻译的途径。     

Hardiness of Foster Families and the Intent to Continue to Foster

ABSTRACT

Recent research in the area of foster care has examined a number of external factors that may influence foster family retention. However, insufficient research has been devoted to the question of foster family hardiness, or internal strengths of foster families, and how it may affect retention. Hardiness in families means that families possess a belief that they can control or influence events of their experience, feel deep commitment, and anticipate change as a positive challenge. Additionally, hardy families exhibit a confidence in their abilities. Utilizing the Family Hardiness Index, this research reports findings from a study of 82 foster families from one southeastern United States metropolitan area. Foster families who reported an intent to continue to foster scored higher on the Family Hardiness Index than families from a non-clinical sample. Foster families who reported an intent to continue also scored higher than those foster families who reported they did not intend to continue. Logistic regression indicated that higher levels of hardiness and fewer years of licensure as foster parents were significantly associated with intent to continue to foster. The study also discusses implications of hardiness screening of prospective foster families and its potential value for improving support to and retention of foster parents, thus increasing stability and service efficacy for the children they serve.     

Employment mobility or turnover? An analysis of child welfare and protection employee retention

This article challenges the commonly held assumption that there is a high level of occupational turnover of social workers in all child protection and welfare agencies. By analysing occupational mobility patterns (turnover, retention and attrition) in five child protection social work teams, the article demonstrates how occupational mobility is a complex phenomenon and needs to be understood within wider shifts in employment patterns and the gendering of professions. In this paper we argue that it is important to distinguish between employee turnover and employee mobility, and that an examination of the posts taken up after leaving, at least in Ireland, may provide a different perspective on the narrative of high turnover of workers in this sector. Within the five teams, it is estimated that there was a turnover rate of 8 percent in 2006 and 11 percent in 2010, with 72 percent of child protection workers in post at the end of 2005 being retained and still in post at the end of 2010. While this should not lead to complacency, or a failure to recognise and respond to the stressful nature of child protection, it does raise questions for employers about how they might plan for occupational mobility within a stable workforce made up of largely women, aged between 25 and 35, frequently newly-qualified, who are often the main carers for children and adults outside the workplace.     

Competing demands,competing solutions,differing constructions of the problem of recruitment and retention of frontline rural child protection staff

Abstract

This article reports on a study conducted in rural Victoria. It examines the problem of recruitment and retention of frontline staff in the Victorian Child Protection program. The article delineates those factors identified by managers and supervisors as influencing workers to enter, stay and leave the program. Managers and supervisors have collective responsibility for recruiting and retaining staff. It is for this reason that their viewpoints are considered crucial in responding to the problem. What this study found was that, while managers and supervisors recognise that the problem is complex, they differ in the emphasis placed on facets of the problem, thus their approaches to solving it. As solutions are contested the problem is exacerbated. The argument advanced is that any response should recognise the complexity of the problem and solutions be considered in a coordinated way.     

Work–life Balance: Is it Now a Problem for Management?

In Western Australia (WA) there is substantial interest by public sector management in work–life balance (WLB) as a strategy to address labour supply problems. This article considers whether the positioning of WLB as a problem for management provides the opportunity for change resulting in an improved quality of working life in the public sector. We report on the implementation of WLB policies in four WA public sector agencies and conclude that managers are ‘managing’ WLB in a limited way, and largely in an individualized manner, at a level that does not disrupt the usual way of organizing work and employment. For many managers, employees' requests to access WLB policies are perceived as being in conflict with operational goals. The findings highlight the inadequacy of much of the WLB discourse that obscures the tension between, on the one hand, the imperative for managers to implement WLB more effectively and, on the other, organizational practices and the broader social, political and economic context in which management and the organization are located.     

Friendship networks and the social structure of opportunities for contact and interaction

This paper explores the Partnermarktsurvey to analyze how the size and composition of individuals’ friendship networks are associated with the opportunities for contact and interaction provided by individuals’ immediate social environment. The size and composition of individuals’ social environment are strongly reflected in the size and composition of their network of friends. Several properties of an individual’s foci of activity help to transform mere contacts into opportunities for interaction. The paper suggests to combine macro-structural theory with micro-sociological theories about action and social capital.     

服务交易关系与使用程度对转换成本和顾客保留的影响

通过对来自互联网接入和信用卡服务行业的447个消费者样本进行基于结构方程模型的数据分析,考察服务使用程度、转换成本与顾客保留之间的关系,并探讨服务交易关系类型对服务使用程度→转换成本→顾客保留路径的调节作用.研究结果表明,对于独占型和非独占型交易关系的服务,转换成本对顾客保留均具有显著的正影响效应.当顾客与服务企业的交易关系为独占型时,现供应商服务的使用程度和竞争者服务的使用程度两个变量对转换成本的影响都不显著,它们对转换成本的相对影响力也无差异;竞争者服务的使用程度对顾客保留具有显著影响,但现供应商服务的使用程度对顾客保留的直接影响不显著.当顾客与服务企业的交易关系为非独占型时,现供应商服务的使用程度和竞争者服务的使用程度两个变量在影响转换成本和顾客保留中发挥的作用没有明显差别.     

Correlates of Treatment Retention Among Persons with Serious Mental Illness Receiving Integrated Care in a Community Mental Health Setting

ABSTRACT

Knowledge about methods to retain community mental health (CMH) clients in integrated primary and behavioral health care (PBHC) programs is needed to address longstanding health disparities. A preexisting data set that contained the clinical records of 446 PBHC program participants was used to examine whether baseline sociodemographic, health, and psychosocial characteristics predicted retention in care at 6 months post-enrollment. Results indicated that less than half of PBHC participants (43.7%) were retained in care, and approximately 17% of the variance in retention was explained by the inclusion of seven predictors in the model (overall health, medications, laboratory data, primary care provider, disorder type, transportation, and living arrangement). Clients with thought disorders were almost twice as likely as those with mood disorders to be retained in care, and greater frequency of prescribed medications also increased the likelihood of treatment continuation (ORs = 1.99 and 1.20, respectively). Future research should identify factors that improve retention in integrated PBHC programs overall, and among persons with mood disorders, in particular.     

人力资源管理系统与研发人员留职意愿——工作家庭促进与工作家庭冲突的中介效应

面对激烈的市场竞争,研发人员日益成为企业可持续发展的支柱力量。在既有研究的基础上重构了基于研发人员的双元（dual-concern model）人力资源管理模型（维持导向与绩效导向人力资源管理子系统）,探索了绩效与维持导向人力资源管理子系统通过工作家庭促进与工作家庭冲突中介影响留职意愿的作用机制。     

核心客户的识别、开发与保持

“核心客户关系管理”这一新概念的提出是对客户关系管理理念的进一步发展。研究了打造企业核心客户的识别步骤,分析了开发和保持企业核心客户的最佳途径,强调核心客户在企业经营管理过程中所处的中心位置,并指出核心客户关系管理过程中应注意的几个问题。