Suchergebnisse

Discusses the different types of family structure, both with and without children and other dependents, that have emerged in recent decades and the family-friendly incentives offered by different types of workplace, including small and nonprofit businesses, in order to attract and keep employees; US; 12 articles. Includes comparison with the situation as seen by young people, aged 18-30, in Great Britain, Ireland, Norway, Portugal, and Sweden.

The emerging discourse about the science of social work has urged doctoral social work programs to reexamine assumptions about conducting research and responding to new expectations for scholarship. This article examines three promising models to guide scientific research in social work (evidence-based practice, team science, and multi- and transdisciplinary models). We first conducted a systematic review of social work publications (1985–2016) and found a notable increase in publications that discussed either research-informed or evidence-based practice or multidisciplinary approaches, but not team science or transdisciplinary approaches. Next, we engaged in a comparative analysis of each model's purpose, number of researchers, and breadth of disciplinary focus. Finally, we completed an exploratory assessment of PhD program websites to identify the presence of these models. Information provided on these websites followed a similar pattern as noted in the publications. Implications of these models for doctoral education in the 21st century are discussed.

This study identifies factors associated with flexible work arrangement (FWA) use in the context of the "Supervisor-Promoted Flexibility" program implemented by an employer in the financial activities supersector. This change initiative involved supervisor-initiated discussions that explored prospects for supervisee FWA use. Discussions increased the odds of FWA use expansion, but changes occurred at different rates among work units. Managers' gender, age, and attitudes toward FWAs corresponded with changes observed. When managers believed that supervisee FWA use reflected favorably on prospects for their own careers, they were more likely to expand use over time.