Scaling the prestige,authority, and income potential of college curricula

This paper develops the concept of “targeted education,” a theoretical ranking of college curricula, into a multidimensional framework. The new scales, based on the traditional stratification dimensions, prestige, authority, and income, are then used in a study of sex differences in the process of occupational achievement among men and women with college degrees. The targeted education scales predict occupational prestige and wages 7 years after the college degree, and they point out interesting differences between male and female attainment processes. In general, targeted education has a greater quantitative impact for men's occupational outcomes than for women's prestige and income, but results also suggest significant qualitative differences between men and women. A large proportion of women target their education toward, and end up in, an under-employed labor pool for the primary and secondary school system.     

Measuring the Propensity to Volunteer

As charities are expected to take on more and more of the provision of services to the disadvantaged, they will be calling on volunteers to support that work. The use of volunteers means important cost savings when compared to the use of paid service providers, thus giving one advantage to the voluntary sector when bidding in the mixed economy of welfare. Given the potential for increased use of volunteers, questions of motivation and commitment become very important. Volunteers make up a significant proportion of the human resources used to service social needs, yet previous research has not made it clear why and how volunteers come to give so much of themselves. This research demonstrates that there is an underlying Volunteerism–Activism Attitude which can be measured, and which holds within its four dimensions the key motivations for volunteering. Use of the scale measuring this attitude allows prediction of those people who are most likely (and least likely) to volunteer for charity activity. For charities the scale might provide a useful tool in managing the personnel with whom they are now expected to bid in the quasi-markets of service provision.     

Developmental differences in baserate estimates of social behaviors and attitudes

This study examined the development of baserate estimation skills for everyday social events and attitudes. Subjects in grades one, three, and six responded to questions concerning their own rates of behavior and attitudes, and their estimates of baserates of behaviors and attitudes for their classmates. The findings indicate a general increase in accuracy for the estimation of baserates throughout the elementary school years. In addition, younger subjects were less likely to make similar estimates for themselves and their classmates than were older respondents. Developmental changes in estimation accuracy are discussed in relation to task content, use of the response scale, correspondence between self-reports and estimates, and sample variability.     

谈高校科研管理队伍的建设

分析了在社会主义市场经济形势下，高校科研管理工作的主要职责，从管理人员应具备的素质等方面，对如何加强科研管理队伍的建设提出了几点、建议。     

乌鲁木齐市养老机构中存在的问题与对策分析

文章从系统论的角度出发，通过对乌鲁木齐市养老机构的调查，分析了养老机构在资金投入不足、优惠政策较难落实、管理体制不灵活及工作人员素质较低、设施不完善、服务质量不高等方面存在的问题。针对以上问题提出养老机构要增强服务意识，实现管理民主化，并且可以通过引入社会工作，使服务更加专业化。     

社会转型以来农民流动的特点与趋势

社会转型以来农民流动呈现出多样性的特点。未来农民流动可能会呈现更加规模化、组织化、年轻化和技能化的趋势。     

多重需要:社会工作实践教育的现实处境——以某侨乡留守儿童社会服务为例

社会工作实践教育在社会工作教育中的地位越来越重要。但社会工作实践面临的现实处境是非常复杂的,尤其对专业社会工作发展刚起步的地方来说。本文通过对温州市某侨乡留守儿童社会服务基地建设的回顾,强调在社会工作实践教育中应回应处境中的多重需要。这些需要主要来自于政府、服务对象、督导者、学生。本文提出,要使社会工作实践教育持续地、良好地发展下去,必须平衡多种需要之间的关系。     

民营企业社会责任意识的现状与评价

2005年下半年就民营企业社会责任问题对浙江省企业进行抽样调查,调查结果显示:在浙江省规模以上企业中,民营企业的社会责任意识并不逊于国有企业和外资企业.但是,现阶段民营企业的社会责任意识仍处于初级阶段,他们对企业法律责任的认同要高于对企业伦理责任和慈善责任的认同.同时,民营企业的社会责任行为并不出于单纯的利他动机,而是具有一定的战略意识,这种意识使企业发展与社会发展在深层次上具有内在的一致性,有利于从企业外部推进企业的社会责任实践和企业的可持续发展.     

Managers' attitudes about firm responsibilities

A mail survey was conducted in order to investigate whether the importance a manager attaches to corporate ethical and legal responsibilities varies according to personality characteristics, demographic variables, or the perceived moral climates in the manager's firm. Respondents were middle- and lower-level managers in 112 for-profit businesses located throughout the United States. As expected, attitudes about corporate ethical responsibility were significantly related to (1) the individual's capacity for empathy and (2) a perceived caring climate in the firm; attitudes about corporate legal responsibility were significantly related to (1) the individual's hierarchical position and (2) an organizational climate perceived to be supportive of law.Data collection for this research was subsidized by the Old Dominion University Research Foundation and the ODU College of Business and Public Administration Bureau of Research.     

Moderating effects of social support in shiftworking and non-shiftworking nurses

The effects of social support on the job stress (role ambiguity)-strain (job dissatisfaction, intent-to-turnover, health problems) relationship were investigated in shiftworking (second and third shifts) and non-shiftworking (first shift) groups of nurses (N = 191). Previous research indicates that shiftworkers frequently report problems of social integration as a negative aspect of their jobs. Additionally, shiftworkers demonstrate a number of stress-related illnesses. Social support has been hypothesized to show its strongest stress-buffering (i.e. moderating) effects in high stress environments. In other words, persons with higher levels of social support are less likely to be negatively affected by high stress environments. It was hypothesized that individuals working on shiftwork would demonstrate stronger moderating effects of social support on the job stress-strain relationship than non-shiftworkers because of the stressful nature of shiftwork and the importance of social integration difficulties to shiftworkers. The dependent measures used in the analyses were global job satisfaction, intent-to-quit, and perceived health problems. Main and moderating effects of social support were found for several of the analyses. For shiftworkers, this buffering effect was significantly greater for supervisor social support on global job satisfaction and intent-to-quit. Implications of the findings are discussed.