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Placement characteristics and stability: a longitudinal analysis of Norwegian children in foster homes 下载免费PDF全文
This paper investigates how enhanced support for foster parents, such as covering fees and providing consultants and relief, may reduce the number of replacements experienced by children in foster care. It also investigates the extent to which replacements are associated with family (kin) vs. non‐family foster parents, or with legal characteristics of the placement (i.e. forced administrative decisions vs. relief measures agreed upon by the parents). Statistical analyses of administrative data from Norway investigated the longitudinal relationships between these characteristics and the number of replacements at two levels – children (N = 16 109) and municipalities (N = 418) – over 5 years (2007–2011). The results reveal modest associations between enhanced support and fewer replacements; for example, replacement rates are lower for children placed in homes of kin than in non‐family homes. Replacements also tend to be fewer when the placement is forced rather than consensual. 相似文献
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Marianne Skogbrott Birkeland Morten Birkeland Nielsen Marianne Bang Hansen Stein Knardahl Trond Heir 《The Leadership Quarterly》2017,28(5):659-671
A terrorist attack targeting a workplace represents an organizational crisis that requires the leaders to manage emerging threats. The changing roles and expectations of the leaders are reflected in the employees' perceptions of them over time. The purpose of this study was to determine whether the 2011 Oslo bombing attack affected the targeted employees' perceptions of the leadership behaviors of their immediate superiors or the organizational managers' interest in the health and well-being of their workers. Ministerial employees (n ≈ 180) completed questionnaires on fair, empowering, and supportive leadership, in addition to human resource primacy, on two occasions several years prior to the terrorist attack. Assessments were then repeated one, two, and three years after the attack. Changes in the course of perceived leadership from predisaster to postdisaster were examined using bootstrapped t-tests and latent growth curve models. Furthermore, the general course of perceived leadership was compared with a nonexposed control sample of matched employees. Results showed that employees with high levels of posttraumatic stress perceived their immediate leader to be less supportive. However, overall perceptions of leadership were remarkably stable, which suggests that the effects of critical incidents on perceptions of leadership may be negligible. 相似文献
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Karina Nielsen Morten B. Nielsen Chidiebere Ogbonnaya Marja Känsälä Eveliina Saari Kerstin Isaksson 《Work and stress》2017,31(2):101-120
Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker–productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies. 相似文献
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Louise Næser Christensen Lars Ehlers Finn Breinholt Larsen Morten Berg Jensen 《Social indicators research》2013,114(2):513-521
In 2010 the Danish regions started a new program of public health surveillance in collaboration with the national and local health authorities using the short form health survey (SF-12) for measuring and reporting on health related quality of life among the Danish adult population. The instrument has not, however, been validated in a Danish setting. The aim of this study was to assess the reliability and validity of the physical component summary (PCS) and the mental component summary (MCS) score of the 12-item short form health survey (SF-12) in a sample from Central Denmark Region. A total of 26,397 persons above the age of 25 were included in the analyses. Reliability was assessed by Cronbach’s α. The validity was assessed using known-groups comparisons and convergent validity. The factor structure was investigated through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The Cronbach’s α showed high reliability with a score of 0.90 and 0.85 for PCS and MCS respectively. The SF-12 discriminated well with respect to gender, age, educational status and long term illness. Individual items correlated higher with own hypothesized scales than with other scales and summary measures corroborating the convergent validity. The EFA gave a two-factor structure. Irrespective of the chosen rotation method (varimax and oblimin) the items related to PCS loaded on one factor and the items related to MCS loaded on another factor. The factor structure was validated with acceptable model-fit values in CFA. The SF-12 instrument is a reliable and valid measure of health related quality of life among the population of Central Denmark Region. 相似文献
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Has the relative unemployment propensity for the low-skilled increased during the 1990s? We address this question empirically, based on two notions of low skills; i) low education, and ii) low ability, conditioned on education and work experience. Ability is identified by previous earnings. Evaluated by the education-based measure, we find that unemployment propensity has not developed unfavourably for the low-skilled. Evaluated by the ability-based measure, it has. We uncover a steady deterioration of employment prospects for persons with low ability relative to others with similar formal qualifications. The adverse employment effects of being low-skilled are stronger the higher is formal education.All correspondence to Knut Røed. The paper is part of the project Sorting, exposed groups and labour market programs financed by the Research Council of Norway. We wish to thank Rolf Aaberge, Paul Gertler, Harald Goldstein, Karl Ove Moene, Jon Strand, Steinar Strøm, Asbjrn Rødseth and an anonymous referee for helpful comments. Responsible editor: John F. Ermisch. 相似文献
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Steffen Andersen Glenn W. Harrison Morten I. Lau E. Elisabet Rutstrm 《Econometrica : journal of the Econometric Society》2008,76(3):583-618
We design experiments to jointly elicit risk and time preferences for the adult Danish population. Since subjects are generally risk averse, we find that joint elicitation provides estimates of discount rates that are significantly lower than those found in previous studies and more in line with what would be considered as a priori reasonable rates. The statistical specification relies on a theoretical framework that involves a latent trade‐off between long‐run optimization and short‐run temptation. Estimation of this specification is undertaken using structural, maximum likelihood methods. Our main results based on exponential discounting are robust to alternative specifications such as hyperbolic discounting. These results have direct implications for attempts to elicit time preferences, as well as debates over the appropriate domain of the utility function when characterizing risk aversion and time consistency. 相似文献
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Merethe Schanke Aasland Anders Skogstad Guy Notelaers Morten Birkeland Nielsen Ståle Einarsen 《英国管理杂志》2010,21(2):438-452
This study investigates the prevalence of the four types of destructive leadership behaviour in the destructive and constructive leadership behaviour model, in a representative sample of the Norwegian workforce. The study employs two estimation methods: the operational classification method (OCM) and latent class cluster (LCC) analysis. The total prevalence of destructive leadership behaviour varied from 33.5% (OCM) to 61% (LCC), indicating that destructive leadership is not an anomaly. Destructive leadership comes in many shapes and forms, with passive forms prevailing over more active ones. The results showed that laissez‐faire leadership behaviour was the most prevalent destructive leadership behaviour, followed by supportive–disloyal leadership and derailed leadership, while tyrannical leadership behaviour was the least prevalent destructive leadership behaviour. Furthermore, many leaders display constructive as well as destructive behaviours, indicating that leadership is not either constructive or destructive. The study contributes to a broader theoretical perspective on what must be seen as typical behaviour among leaders. 相似文献
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Journal of Management and Governance - 相似文献
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Journal of Management and Governance - What is the best for acompany? In most countries it isconsidered to be a duty for board membersto act in the best interest of thecompany. Few, however,... 相似文献
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