The Role of Family in Career Choices among Social Workers in China

Abstract

High turnover rate affects social work workforce development in China. Few empirical studies have been conducted to explore the factors that have influences on turnover intention among Chinese social workers. This study used data from China General Survey on Professional Social Workers to examine the influence of job satisfaction and family attitude on social workers’ career choices. The findings reveal that both job satisfaction and family’ attitude toward the profession have significant effects on social workers’ turnover intention. Family’s support or disapproval of the social work profession has moderate effect on the negative correlation between job satisfaction and turnover intention. The findings could be explained by the familyism culture of Chinese society and unique challenges of professional development experienced by social workers in China. Future studies should consider the influence of family to develop a more comprehensive research framework. Management in social service agencies should help family of social workers to learn and embrace the profession to gain their support of choosing social work as career.     

基于历史唯物主义视域的新质生产力:内涵、形成条件与有效路径

习近平总书记提出新质生产力这一概念,不仅对东北全面振兴具有重要指导意义,对我国实现经济高质量发展和中国式现代化也具有重大战略意义。新质生产力是由于生产力构成要素的质的不断提升而呈现出来的更为先进的生产力形式。新质生产力在本质上属于马克思主义的生产力范畴,具有实践性、全面性、发展性的性质。新质生产力外显于生产力的构成要素上,这些构成要素质量的提升即“劳动者”素质的持续提升、劳动资料的改进与广泛应用、劳动对象的不断扩张、科学技术的突飞猛进、管理水平的显著提升等,形成了孕育新质生产力的条件。依据新质生产力的形成条件,新质生产力的形成路径主要有:一是通过提升教育质量、培育世界一流企业、促进产业发展以培育高质量的“劳动者”;二是深入实施创新驱动发展战略以提升劳动资料及科学技术这两个要素的质量;三是建设超大规模的全国统一大市场以实现劳动对象的扩展;四是加强党的领导与培育企业家精神以实现企业管理的变革。     

The development and management of social workers in Ethiopia: A situational analysis

Social protection has become a policy of choice to address rising vulnerabilities and inequalities in Africa. Successful implementation of social protection polices requires proliferation of competent social workers. This article first abstracts elements of an emerging international norm in a comprehensive system for the development and management of social workers and then reviews the extent to which Ethiopia has introduced these elements. It reveals that Ethiopia is in a very early stage in putting in place almost all identified elements of such a system. Recent measures that the Ethiopian government is taking to address this gap are highlighted by way of conclusion.     

‘Keeping families and children in mind’: an evaluation of a web‐based workforce resource

This study outlines pilot evaluation data of the web‐based training resource ‘Keeping Families and Children in Mind’, designed for clinicians who work with families where a parent has a mental illness. The resource was developed from scoping existing workforce packages and in consultation with consumers, carers, researchers and mental‐health clinicians. Preliminary evaluation data were collected from an urban and a rural site in Australia via focus group interviews and pre‐ and post‐training questionnaires to ascertain the experiences of those who participated in the training. Additionally, training facilitators were invited to maintain journals in order to identify planning and implementation issues when using the resource. Post‐training, participants emphasized the need to work collaboratively with others, as well as the importance of acknowledging and working with the family members of consumers, especially children. Also, participants reported positive changes in knowledge, skill and confidence when working with families affected by parental mental illness. Facilitators highlighted technology issues and the need to work interactively with participants when using the resource. Recommendations regarding policy and future research conclude this paper.     

The International Migration of Nurses in Long-Term Care

This article describes five major factors that are affecting patterns of international migration among nurses who work in long-term care settings:

• Demographic drivers–The aging of the populations in developed countries and the low to negative growth in the working-age population will increase the demand for international workers to provide long-term care services.

• Gender and race–A dual labor market of long-term care workers, increasingly made up of women of color, is becoming internationalized by the employment of migrating nurses from developing countries.

• Credentialing–The process of credentialing skilled workers creates barriers to entry for migrating nurses and leads to “decredentialing” where registered nurses work as licensed practical nurses or aides.

• Colonial history and geography–The colonial histories of many European countries and the United States have increased migration from former colonies in developing countries to former colonial powers.

• Worker recruitment–Efforts to limit the recruitment of health care workers from some developing countries have had little effect on migration, in part because much of the recruitment comes through informal channels of family and friends.

     

An International Review of the Long-Term Care Workforce

Abstract

The developed world's population is aging, due to trends of increased life expectancies and decreased fertility rates. These trends are predicted to increase demand on long-term care services. At the same time, the long-term care workforce is in shortage in most of the developed world. Moreover, such shortages are expected to increase due to parallel socio-demographic factors. The increase in demand for long-term care, coupled with shortage in supply of care workers, has promoted some attention from policymakers. The current paper provides an international review of institutional arrangements for long-term care in different developed countries and in particular explores different strategies used or proposed to resolve the shortage in the long-term care workforce.     

A Multisample Confirmatory Factor Analysis of the Short Employment Hope Scale (EHS-14)

ABSTRACT.

Employment hope is an aspect of psychological self-sufficiency that captures the process of empowerment for low-income job seekers. It is posited that this process of maintaining and developing employment hope contributes to the economic self-sufficiency outcome. The preliminary 14-item 2-factor Employment Hope Scale (EHS) was previously developed using an exploratory factor analysis (Hong, Polanin, & Pigott, 2012). This study examines whether the same items could be validated using a multisample confirmatory factor analysis (CFA). Given the unsatisfied model fit of the original 2-factor model, it was modified into a 4-factor model guided by theoretical suggestion from an earlier focus-group study. The multisample CFA on the modified model explained the data significantly better than did the initial model across 2 independent samples. Reliability and validity tests confirmed the factor structure of the modified model. This study confirms that the revalidated Short EHS (EHS-14) is a more robust version of the scale. Further research is needed to demonstrate its utility as a tool to benchmark the pre-employment client empowerment process in workforce development and to monitor postemployment employee support needs in the workplace for retention.     

Why Do They Leave? Factors Associated With Job Termination Among Personal Assistant Workers in Home Care

Recruiting and retaining an adequate number of personal support workers in home care is both challenging and essential to allowing elders to age in place. A mixed-method, longitudinal study examined turnover in a sample of 261 personal support workers in Maine; 70 workers (26.8%) left their employment in the first year of the study. Logistic regression analysis indicated that younger age and lack of health insurance were significant predictors of turnover. Analysis of telephone interviews revealed three overarching themes related to termination: job not worthwhile, personal reasons, and burnout. Implications of study findings for gerontological social workers are outlined.     

Unemployment,Medicaid provisions,the mental health industry,and suicide

This study examines the association between unemployment, Medicaid provisions, the mental health industry, and adult suicides in nine US northeastern states from 1999 to 2009. Results show that increased unemployment is associated with more Medicaid beneficiaries and higher health care spending per beneficiary with no significant relationship with Medicaid mental health spending. The Medicaid beneficiary rate is positively associated with the number of mental health clinics, mental health and substance abuse social workers, mental health counselors, and psychiatrists, with no significant association with mental health physician offices or psychologists. Unemployment is also related with increasing suicide rates for the overall population and White non-Hispanics, aged 16–64, with the worst association for White non-Hispanic males. The composition of the mental health industry is also associated with suicide rates. Maintaining an appropriate mix of mental health facilities and professionals to prevent, diagnose, and treat mental health disorders remains a critical public health challenge.     

基于农村劳动力经济收入分析的石漠化地区贫困机制研究——以贵州省为例

喀斯特石漠化土地生态系统“地形破碎、缺土、少水”和“灾害性气候多”的特征,带来农业劳动生产率低、农业规模化经营效益低、农产品市场一体化程度低等问题,导致喀斯特地区农村生活贫困、城镇生活水平高和劳动力工资成本高,严重地阻碍了人力资源优势转化为产业经济优势,是喀斯特石漠化地区贫困产生的根本原因,且具有循环累积性特征。