Goal-Directed Supervision of Social Work Students in Field Placement

Abstract

Permanency Planning for Children , by Anthony N. Maluccio, Edith Fein, and Kathleen A. Olmstead. London: Tavistock Publications, 1986. Reviewed by Donald Brieland

Feminist Visions for Social Work , edited by Nancy Van Den Bergh and Lynn B. Cooper. Silver Spring, MD: National Association of Social Workers, 1986. Reviewed by Cleo S. Berkum, DSW

People and Contexts: Social Development from Birth to Old Age , by Henry S. Maas. Englewood Cliffs, NJ: Prentice-Hall, Inc. 1984. Reviewed by Harris Chaiklin

Case Management in Human Service Practice by Marie Weil, James M. Karls, and Associates. San Francisco: Jossey-Bass Publishers, 1985. Reviewed by Doman Lum

Law and the Mental Health System: Civil and Criminal Aspects , by Ralph Reisner. St. Paul, MN: West Publishing Co., 1985. Reviewed by Wynne Sandra Korr

Testing the Social Safety Net , by Martha R. Burt and Karen J. Pittman. Washington, DC: The Urban Institute, 1985. Reviewed by Julia M. Watkins     

A Convolution Estimator for the Density of Nonlinear Regression Observations

Abstract. The problem of estimating an unknown density function has been widely studied. In this article, we present a convolution estimator for the density of the responses in a nonlinear heterogenous regression model. The rate of convergence for the mean square error of the convolution estimator is of order n ^?1 under certain regularity conditions. This is faster than the rate for the kernel density method. We derive explicit expressions for the asymptotic variance and the bias of the new estimator, and further a data‐driven bandwidth selector is proposed. We conduct simulation experiments to check the finite sample properties, and the convolution estimator performs substantially better than the kernel density estimator for well‐behaved noise densities.     

Sunk ‘Decision Points’: a theory of the endowment effect and present bias

Theory and Decision - This paper presents a very simple model in which situational cues associated with a particular consumption good compel an agent—who may have otherwise been...     

An Examination of Fieldwork Models at Adelphi University School of Social Work

Practitioners' orientation toward research was compared with that of social work students. Practitioners' views on the importance and usefulness of research were significantly less favorable than those of graduate students in social work and more similar to students at the BSW level; but no differences were found with regard to belief in the unbiased nature of social work research. The differences between the practitioners and graduate students might be a manifestation of the failure of the curriculum to articulate research concepts and methodology in a manner responsive to the realities of practice.     

Relational commitments in employee–supervisor dyads and employee job performance

We investigated employee commitment to the supervisor and supervisor commitment to the employee within employee–supervisor dyads. We examined the relationships among four commitment mindsets (affective, normative, continuance-sacrifices, and continuance-alternatives) across members of the dyads and their relationships to employee job performance. Using a sample of 300 employee–supervisor dyads from health care organizations, HLM analyses revealed that supervisor positive commitments (i.e., affective, normative, continuance-sacrifices) generally related significantly to employee positive commitments. Moreover, supervisor commitment moderated the relationship of employee affective commitment to job performance, such that when supervisor affective, normative, and continuance-sacrifices commitments were high, the relationship between employee affective commitment and performance was weaker. We discuss the implications of these findings for the understanding of employee–supervisor relationships.     

Empirical behavior of some tests for normality

The behavior of a range of tests assessing the normality of a sequence of independent and identically distributed random variables is investigated.An examination of the empirical significance level of the tests is undertaken for different sample sizes. The empirical power associated with these tests is also calculated under some alternative distributions.     

Bidirectional Associations Between Parental Responsiveness and Executive Function During Early Childhood

In this study, we examined bidirectional associations between parental responsiveness and executive function (EF) processes in socioeconomically disadvantaged preschoolers. Participants were 534 3‐ to 5‐year‐old children (71 percent Hispanic/Latino; 28 percent African American; 1 percent European American) attending Head Start programs. At Time 1 (T1) and 6.5 months later at Time 2 (T2), parents and children participated in a videotaped free play session and children completed delay inhibition (gift delay‐wrap, gift delay‐bow) and conflict EF (bear/dragon, dimensional change card sort) tasks. Parental warm acceptance, contingent responsiveness, and verbal scaffolding were coded from the free play videos and aggregated to create a parental responsiveness latent variable. A cross‐lagged panel structural equation model indicated that higher T1 parental responsiveness significantly predicted more positive gain in delay inhibition and conflict EF from T1 to T2. Higher T1 delay inhibition, but not T1 conflict EF, significantly predicted more positive change in parental responsiveness from T1 to T2. These associations were not explained by several possible confounding variables, including children's age, gender, race/ethnicity, and verbal ability. Findings suggest that parental responsiveness may support EF development in disadvantaged children, with reciprocal effects of delay inhibition on parental responsiveness.     

Supervisor commitment to employees: Does agreement among supervisors' and employees' perceptions matter?

Using 322 matched employee–supervisor dyads, we investigate how level and direction of employee–supervisor (dis)agreement on supervisor's affective commitment to the employee relate to organizational commitment, emotional exhaustion, leader–member exchange, and job performance. Results from polynomial regression and response surface analyses indicate that level of employee–supervisor agreement matters: the most beneficial outcomes appear when supervisors and employees agree that the supervisor is highly committed to the employee whereas the least favorable outcomes appear when dyads' members agree that the supervisor has low commitment to the employee. Direction of employee–supervisor disagreement is also important as employee overestimation of supervisor commitment is associated with more favorable outcomes than employee underestimation. However, for two of the outcomes (organizational commitment and emotional exhaustion), the effect of employee–supervisor disagreement was attributable to a main effect of employee perceptions of supervisor commitment. We discuss the implications of these findings for the understanding of employee–supervisor relationships.