Is there evidence for the use of art therapy in treatment of psychosomatic disorders,eating disorders and crisis? A comparative study of two different systems for evaluation

A comparative study of two different systems for evaluation. Scandinavian Journal of Psychology 53, 47-53. As with any type of treatment the requirement for evidence based practice (EBP) has also affected art therapy (AT) when used as an intervention. This review evaluates the available evidence for using AT for psychosomatic disorders, eating disorders and crisis. The search in Cochrane, Best Practice, AMED, CINAHL, PION, PsycINFO and PubMed from 1987 until now resulted in a huge number of articles but only 32 articles met our criteria for evaluations. The articles were assessed with two evaluation systems, the GRADE system used by the Swedish Council on Health Technology Assessment (SBU) and the US Preventive Services Task Force (USPSTF/Task Force). When comparing the results we found that the GRADE evaluation system rejected the quality in 84% of the 32 studies and the USPSTF/Task Force 41% of these studies. An evidence base for AT was found only according to the criteria of USPSTF/Task Force. Hence, the evidence concept is not explicit, which means that effective treatments run a risk of not being implemented in health care. We suggest a broader view of what constitutes evidence in order to make it possible to include different types of research designs and methods.     

Generating and sharing of market intelligence in sales teams: an economic social network perspective

In this research, we take a multimethod approach to shed light on the potential costs to sales teams that generate and share market intelligence (MI). First, we introduce an analytical model to propose the respective levels of effort that sales managers, experts, and team members spend generating and sharing MI. To test our propositions, we utilize social network data from 40 independent, business-to-business (B2B) sales teams, representing 287 salespeople. Interestingly, our results support the premise that team members become dependent (reduce MI efforts) when their sales manager or team expert shares MI among the team. We term this a “sharing tax” that sales managers and team experts pay when they share MI. Consequently, sales managers demonstrate greater MI-generation efforts the more they share MI. We also find that experts who share more (less) also show greater (lesser) MI-generation efforts, but only for teams where sales managers share low (high) levels of MI. In summary, our research innovatively conducts an empirical test of the Nash Equilibrium pattern of sales team effort to show that two critical team members, the sales manager and expert, are at a disadvantage when they share valuable MI.     

对“医疗服务商品和市场”存在客观性和必然性的理性思考——兼评《对中国医疗卫生体制改革的评价与建议》

针对国务院发展研究中心课题组发表的《对中国医疗卫生体制改革的评价与建议》提出的卫生改革带来“问题的根源在于商业化、市场化的走向违背了医疗卫生事业发展的基本规律。”提出“医疗服务商品”、“医疗服务市场”的存在是客观的,并通过反驳《评价与建议》提出的四对矛盾,提出“医疗服务商品”、“医疗服务市场”的存在也是必然的,最后分析了所谓“卫生改革失败”的真正原因。     

The ethno-racial segmentation jobs: The impacts of the occupational stereotypes on hiring decisions

ABSTRACT

This paper considers both the division of the labor market and the occupational stereotyping as explanatory mechanisms of discrimination in hiring decisions. It hypothesized that recruiters would favor candidates applying for a position that is stereotypically identified with their ethnic category. We solicited 146 recruiters in order to evaluate the hireability of either a native-born or an immigrant candidate, either competent or not competent, for either a prestigious or a low-skill occupation, and to justify their decision in writing. As predicted, both the hireability ratings and the narrative comments produced by recruiters showed that native-born applicants were preferred for prestigious jobs while immigrants tended to be selected more often for low-skill positions.The discussion addresses various issues related to decision-making in recruitment settings.     

When do employees cross boundaries? Individual and contextual determinants of career mobility

This study investigates the joint effects of individual characteristics and the labour market on career mobility. We propose that level of education, openness to experience, and a favourable labour market relate positively to employees crossing organizational, industrial, and occupational boundaries. Management programme alumni (N = 503) provided information through an online survey about their career histories, their level of education, and their openness to experience. Additionally, we used the unemployment rate as an indicator for yearly changes in the labour market. The results of our cross-classified multilevel analysis indicate that both individual characteristics and the labour market are determinants of career mobility. Level of education had a positive effect on organizational and industrial boundary crossing, and changes in the labour market related to organizational boundary crossing. Against our assumptions, openness to experience had no effect on career mobility, and none of the predictors were related to occupational boundary crossing. Our results demonstrate the importance of investigating career mobility from a boundary perspective combined with a focus on both individual and contextual characteristics. The dominance of education compared to personality and the difficulty of explaining occupational mobility open new research avenues and yield practical implications for employees, career counsellors, and organizations.