A Case Study Using Photovoice to Explore Racial and Social Identity Among Young Black Men: Implications for Social Work Research and Practice

This article describes an exploratory qualitative case study using a research method novel to social work known as Photovoice. This case study of the Photovoice process assesses its value as a community-based participatory research (CBPR) method with marginalized communities within social work research. Photovoice was used to engage young Black men as researchers into their own lived experience. Through a photographic and group participatory project, participants discussed how intersections of race, gender, and sexuality affect their lives and health. While this methodology has proliferated within public health literature, little research exists within social work. Photovoice represents a research well-aligned with core social work values of empowerment and social justice. This method offers our profession a participatory, action-oriented tool to inform practice and policy and does so in the voices of communities who often go unheard.     

A Taxometric Analysis of Problem Gambling Data from a South African National Urban Sample

We investigate the question whether problem gambling (PG) in a recent South African sample, as measured by the Problem Gambling Severity Index (PGSI), is dimensional or categorical. We use two taxometric procedures, Mean Above Minus Below A Cut (MAMBAC) and Maxim Covariance (MAXCOV), to investigate the taxonic structure of PG as constructed by the PGSI. Data are from the 2010 South African National Urban Prevalence Study of Gambling Behavior. A representative sample of the urban adult population in South Africa (N = 3,000). Responses are to the 9 item PGSI. MAMBAC provided positive but modest evidence that PG as measured by the PGSI was taxonic. MAXCOV pointed more strongly to the same conclusion. These analyses also provide evidence that a PGSI cutoff score of 10 rather than the standard 8 may be called for. PG as constructed by the PGSI may best be thought of as categorical, but further studies with more theory based measurements are needed to determine whether this holds in a wider range of samples and for other screens. A higher cutoff score may be called for on the PGSI when it is used for research purposes to avoid false positives.     

Strategic leadership and the chief executive

This article is based on research undertaken among South African chief executives occupying the most senior operational positions in public-quoted companies. In looking at distinctive characteristics in these individuals the research attempts to bring together the activities that shape the chief executive's job and explore possible trends in their background; career route and behaviour patterns, and from the compositie picture to provide guidelines for executive development.     

Modified ridge analyses under nonstandard

A well-known procedure for the optimization of a second-degree response function over a spherical region of interest is that of ridge analysis. Khuri and Myers (1979) introduced a modification of this procedure by incorporating a certain constraint on the prediction variance. Both procedures, however, assume that the response variable has a constant variance throughtout the experimental region. In the present article, we consider two extensions to Khuri and Myers modifioed ridge analysis. The first extension relaxes the constant variance assumption. In the second extension. generalised linear models are used instead of the trasitional linear model. which are commenly used in responce variables that are not necessaily continusly distribution, including these have discreate distributions, Two examples are presented to illustrate the implementation of the proposed extensions.     

A Dynamic Model of Work Satisfaction: Qualitative Approaches

Traditional work satisfaction research iscriticized for its personalistic approach inconceptualization and measurement. Its results aredoubted because of the artificially high proportions ofsatisfied. In order to overcome some of theseshortcomings, the extended model of different forms ofwork satisfaction originally proposed by Bruggemann(1974) is validated. Six forms of work satisfaction(progressive, stabilized, resigned satisfaction;constructive, fixated, resigned dissatisfaction) arederived from the constellation of four constituentvariables: comparison of the actual work situation andpersonal aspirations, global satisfaction, changes inlevel of aspiration, controllability at work. Resultsfrom semistructured interviews, a free Q-sort, and aquestionnaire for differentiating forms of worksatisfaction for 46 nurses provide support for the model.Various methods proved useful in accessing particularaspects of the underlying cognitive and evaluativeprocesses in the formation of different forms of work satisfaction. Implications for personnelmanagement and studies in organizational behavior(performance, intervention strategies) arediscussed.