The Digital Divide and Managing Workforce Diversity: A Commentary

Aux Etats-Unis, les minorités sont nettement en-dessous de la moyenne nationale dans l'occupation des emplois relevant des technologies de l'information et autres industries high-tech . D'un point de vue plus global, l'embauche de gens de couleur provenant d'Afrique, du Pakistan, d'Inde ou du Bengladesh pose également problème au Royaume Uni et dans les autres pays de l'union européenne. En clair, il faut inverser ces patriques. Les auteurs examinent ces faits et d'autres données de partage numérique dans une perspective de diversitéélargie de la main-d'œuvre et proposent un modèle de croissance lente destinéà centrer l'attention du lecteur sur les moyens de traiter les inégalités dans la hiérarchic des technologies de l'information.
In the US, minorities lag far behind the national average in holding jobs in the information technology and other high-tech industries. On a broader global perspective, employment of persons of color of African, Pakistani, West Indian, and Bangladeshi origin in the United Kingdom and elsewhere in the European Union countries is also problematic. Clearly, these trends need to be reversed. The authors examine these and other digital divide issues from a global workforce diversity perspective and propose a trickle-up model to focus the reader's attention on ways to address inequities in the information technology value chain.     

International Organisations in Psychology: The International Council of Psychologists

Cet article décrit le développement de ľassociation International Council of Psychologists. II donne des détails sur sa contribution à Finternationalisation de la psychologic
This paper looks at the International Council of Psychologists in an international perspective. Its history is briefly traced and its contributions to the internationalisation of psychology are discussed. The point is made that today our interest in international organisations -is guided by the extent to which this aim is reached.     

New Migrants in Residential Aged Care: Managing Diversity in Not-for-Profit Organisations

This paper draws on qualitative interviews with migrant Indo-Asian and African personal care workers and registered and enrolled nurses employed by two not-for-profit residential aged care organisations in Australia: AnglicareSA and Resthaven Inc. The paper examines the way these culturally and linguistically diverse staff talk about the safe organisational environment provided by their employers, while in the wider Australian environment, low levels of hostility towards migrants and refugees are a constant cultural force. We demonstrate the impact of these organisations’ foundational ethics and values that influence how human resource diversity management strategies impact on the quality care provided to residents. We argue that this ethic and these human resource strategies act as conduits for culturally and linguistically diverse (CALD) staff to integrate into the workforce and as a mechanism in assisting new migrants to transition into the wider Australian society, while at the same time enriching the care of the older persons.     

Women Recruits' Perceptions of Workforce Diversity Program Selection Decisions: A Procedural Justice Examination

This study explores the attitudes of women and how their attitudes relate to diversity management practices. Specifically, we utilize organizational justice to examine women's attitudes toward the perceived fairness of outcomes and procedures in the context of managing diversity. We utilize Cox and Blake's (1991) marketing argument as a procedural justification for the need for diversity in the workplace. Our findings indicate that diversity programs that are not justified result in negative beneficiary attitudes, regardless of a positive outcome produced.     

“美学的多样性”:第18届世界美学大会综述

2010年8月9日至13日,美学界的盛会-第18届世界美学大会在北京大学召开,来自国内外的千余名学者参与了这次会议,诚所谓"群贤毕至,少长咸集".本届美学大会的主题为"美学的多样性",由于牵涉议题广泛,参加会议学者众多,本文择其大端,概述如下.     

The Australian Psychology Workforce 1: A national profile of psychologists in practice

Existing workforce data on Australian psychologists are limited and data that exist are problematic. An online survey instrument was developed to profile psychologists including demographics and work characteristics including setting, role, service location and client type. A total of 11,897 completed the survey (response rate 48%) and a subset of these (N = 9,330) who held full registration were included in the current investigation. Participant demographics show a high (75%) proportion of females in the workforce which is particularly evident in the younger age range. Participation in the workforce was high (68%), with main psychology jobs spread relatively equally between the public and private sectors. Over a quarter of participants held a second psychology position, with the majority of second jobs being in private practice. For both first and second jobs the largest proportion spend their time providing counselling and mental health interventions one‐to‐one to adults. One quarter provide services in non‐metropolitan regions, a higher rate than previously reported. Specific population groups such as culturally and linguistically diverse and indigenous clients were prominent in workloads. This study provides a comprehensive profile and provides a rich data source for further exploration of the characteristics of specific groups within the workforce.     

Diversity in Genetic Counseling: Past,Present and Future

Despite decades of efforts to increase ethnic and racial diversity among genetic counselors, African Americans, Hispanics and American Indians, currently constituting almost one-third of Americans, remain only meagerly represented among genetic counselors at a level far under that seen in other health professions. This paper provides the first comprehensive effort to archive published and unpublished initiatives to increase ethnic and racial diversity in the profession. It also provides a review of national data and diversity initiatives in the health workforce in general. The paper reviews diversity initiatives in other health professions and suggests ways to improve recruitment and retention of underrepresented populations into genetic counseling. Increasing the diversity of the genetic counseling workforce stands not only to expand access to genetic services but also to improve the quality of genetic care provided to the American public.     

Values at Work: The Impact of Personal Values in Organisations

This paper reviews and integrates past research on personal values in work organisations, seeking to portray the role personal values play in shaping the choices and behaviour of individuals in work settings. We start by addressing the role of values in the occupational choice people make. We then review research on the relationships of personal values to a variety of behaviours at work. We continue with discussing the multiple paths through which managers’ values affect organisations and their members. In the last section, we address the interplay between organisational levels, and discuss the congruency between personal and organisational values and its implications for organisations and their employees. Together, the research reviewed indicates how the broadness and stability of values make them an important predictor of behaviour at various levels of the organisation. We end by discussing directions for future research on values in organisations.     

The Effects of Nations and Organisations on Work Value Importance: A Cross-Cultural Investigation

This research examined similarities and differences in the work values of employees of three German multinational organisations across nations and across organisations. Value importance was measured by the strength of the empirical relationship between satisfaction of a job facet or value and overall job satisfaction; satisfaction of more important values is more strongly related to overall satisfaction than is the satisfaction of less important values. Comparisons of value importance across nations and organisations indicated substantial similarity, in contrast to previous research that has measured value importance with direct ratings. Implications of the results for our understanding of work values and the meaning of work in multicultural contexts are discussed.
Cette recherche étudie les points communs et les différences dans les valeurs professionnelles des salariés de trois multinationales allemandes, cela sur plusieurs pays et organisations. L'importance d'une valeur a étéévaluée à partir de la force de la relation empirique entre la satisfaction procurée par un aspect du travail ou l'une de ses valeurs et la satisfaction professionnelle globale; la satisfaction due aux plus importantes des valeurs est davantage corrélée à la satisfaction générale que ne l'est la satisfaction apportée par les valeurs périphériques. La comparaison de l'importance des valeurs dans les divers pays et organisations a mis en évidence une grande proximité en contradiction avec les recherches antérieures qui avaient mesuré l'importance des valeurs avec des évaluations directes. On expose les retombées de ces résultats pour l'étude des valeurs professionnelles et de la signification du travail dans des contextes multiculturels.     

The Props are Falling Down and We Want to Make Music: A Narrative Perspective on Organisations in Transition (Violins/Violence in Organisations)

While South African society finds itself in the throes of political changes, therapists working within organisations in transition find themselves challenged by the turbulence of transformation. The authors are a group of therapists attempting to understand, from a narrative perspective, the organisational context within which they work. This paper recounts the processes around the design, implementation, and outcomes of a workshop on this theme. The main body of the paper consists of a letter that was sent to participants after the workshop. The reader is invited to join collaboratively in our reflections so as to continue an open-ended, creative process.     

Multiculturalism and Settlement: The Case of Dutch Postcolonial Migrant Organisations

This article examines the effects of multiculturalism of the 1980s and 1990s on the organisational patterns of immigrant populations in the Netherlands. This is a controversial topic in this country since politics of multiculturalism have allegedly excessively sponsored migrant organisations causing their ??fragmentation?? and having adverse consequences for these organisations?? role in the integration process. Based upon a systematic survey of the available data about postcolonial migrant organisations from 1945 to 2008, our conclusion is that the growth in postcolonial migrant organisations from the 1980s onwards has been impressive. For this specific category of immigrants, there is, however, little in the way of evidence that links this growth, or fragmentation of the landscape of migrant organisations for that matter, to Dutch multicultural minorities policies. Much of the growth should be related to the global phenomena of emerging identity discourses and increasing levels of identity politics. The policy implication is that, at least for the Netherlands, government policies creating favourable conditions for migrant organisations have been discarded without proper justification as counterproductive.     

A Commentary on Commercial Genetic Testing and the Future of the Genetic Counseling Profession

Commercial genetic testing laboratories are increasingly employing genetic counselors. As a result, the role of these or many genetic counselors is shifting from primarily direct patient counseling in clinics and hospitals to more laboratory-centered activities that involve case coordination, customer liaison, variant classification, marketing, and sales. Given the importance of these commercial entities to the genetic counseling profession, this commentary examines the current financial situation of four publicly traded, genetic testing companies. It also explores how the various roles of genetic counselors are likely to be affected by the financial pressures these companies face.     

Gender and Diversity in Organizations: Past,Present, and Future Directions

This introduction reviews some of the key issues that have been studied by researchers focused on gender and diversity in organizations. Issues such as discrimination, affirmative action, barriers to career advancement, and sexual harassment at work are discussed. Although the study of gender and diversity in organizations has expanded in the last decade, key areas of research are still underrepresented. Issues for future research in this area are discussed.     

Commentary on the Future of Community Psychology: Perspective of a Research Community Psychologist

Community psychology is commented upon from the perspective of a community psychologist who was trained in the Community Psychology Program at the University of Michigan in Ann Arbor. Her background and training are reviewed. A brief survey of research on homelessness as a frame for community psychology research is presented. Concluding remarks are provided on the future of research in community psychology.     

Procrastination Revisited: A Commentary

This commentary connects two studies of academic procrastination, Beswick, Rothblum and Mann (1988), which studied the antecedents of academic procrastination, and Steel (2016), which focuses on the personality correlates of academic procrastination. The author identifies reasons for growth in the field of procrastination research, discusses definitions of procrastination, and then comments on the two studies of academic procrastination identified above. In assessing current status and future directions in the field of procrastination research, the author discusses the relationship between and measurement of behavioural and decisional procrastination, the domain specificity or domain generality of procrastination, and the need for the field to move beyond studies of academic procrastination into other domains such as illness and health where procrastination is a major problem, then ends with a comment on cross‐cultural differences in procrastination and a summary conclusion about the field.