Litigating Agency Change

A study of Forest Service-related litigation and administrative appeals was undertaken to examine their potential roles in effecting change within the Forest Service. The frequency of federal lawsuit decisions involving the Forest Service increased markedly between 1971 and 1993, indicating a dramatic increase in the use of litigation as a tool to force change within the agency, particularly in the Ninth Circuit. Administrative appeals followed a similar increasing trend. An examination of the instigators and purposes of lawsuits found that litigation is used most frequently by environmentalists and most often to block commodity production activities by the agency. Although the agency wins the majority of suits in which it is involved, litigants who initiated lawsuits to stop commodity production activities had higher success rates than litigants seeking to challenge additional environmental measures or to promote commodity production by the agency. A qualitative examination of five National Forest Management Act lawsuit case studies concluded that when litigants are successful in legal challenges against the agency, the court decision often results in substantive on-the-ground changes in management, thereby providing an incentive for additional use of litigation as a means to alter agency actions. These results indicate that the courts and administrative appeals process likely have been significant factors in catalyzing change within the Forest Service.     

Forest Service Budget Requests and Appropriations

In spite of recent arguments that significant changes are occurring in the United States Department of Agriculture's Forest Service, to date little empirical evidence exists demonstrating that this is indeed the case and whether these presumed changes are impacting upon substantive policy outcomes. Most of the current evidence available is from studies that have inferred change by measuring attitudinal change in Forest Service employees. None to date has examined changes in quantitative indicators of agency policy efforts or outcomes. In this article, we analyze trends in the budget requests of the Forest Service, the United States Department of Agriculture (USDA), and the Office of Management and Budget (OMB), and appropriations made by Congress, to ascertain whether priorities of these actors concerning the commodity and non-commodity programs of the National Forests have changed since the passage of the National Forest Management Act. The data reveal shifting priorities for the Forest Service, USDA, and OMB. However, although the shifts have been greater for the Forest Service than for the other two agencies, they have been significantly less than the shifts in congressional appropriations. This fact suggests that Congress is changing its view of how the Forest Service should manage its lands more quickly than the Forest Service is changing itself, and that, as some have argued, Congress has been an important external agent of change concerning the agency and its policies.     

The Forest Service Since the National Forest Management Act

There has been considerable recent discussion and debate about change and the need for change in the United States Forest Service. A number of observers have argued that the agency has shifted its emphasis from commodity to non-commodity values of the National Forests, has become more sensitive to environmental and ecological concerns, and has become more responsive to public input. However, to date most articles on the topic of change in the Forest Service have been either theoretical and speculative in nature or have based their conclusions on attitude surveys of agency employees. So far no studies have provided “hard,” empirical evidence of change or have conducted any systematic examination of the presumed causes. This symposium attempts to fill this gap. What follows is the presentation of the analyses of a wide range of important quantitative indicators of agency change. From these analyses, we attempt to answer the following questions: Has the Forest Service indeed been changing? If so, what direction has it taken and how significant has this change been? What are the possible causes of change, and what have been the consequences for National Forest policy? What factors are likely to influence future change in the agency?     

管理人员的公仆型领导风格对员工工作绩效的持久影响

作者采用纵断调研法,在广州市3个客运站连续6个月收集员工的工作绩效数据,对管理人员的公仆型领导风格和员工的服务导向行为与员工的工作绩效之间的因果关系进行实证检验。滞后效应分析结果表明,管理人员的公仆型领导风格不仅影响员工的目前工作绩效,而且通过员工原先的工作绩效,间接影响员工目前的工作绩效。员工的服务导向行为中介管理人员的公仆型领导风格对他们的工作绩效的正向影响,并调节员工原先的工作绩效对目前的工作绩效的影响。     

Is the Forest Service Keeping Up With the Times?

Interest groups involved in the Forest Service's 1990 Resources Planning Act (RPA) forest planning process and representatives from accredited forestry schools were surveyed via a written questionnaire on their perceptions of change within the Forest Service since 1976. Respondents felt that the agency had changed, particularly during the late 1980s and early 1990s. Consumptive users perceived the change to be negative, while non-consumptive user groups and forestry schools felt it was somewhat positive, although they still felt the Forest Service had much further to go in this direction before achieving these groups' desired priorities for National Forest management. These results indicate that the agency is undergoing a net shift in direction towards increased emphasis on non-commodity forest uses. In general, external forces, such as Congress and the courts, were seen as having a greater impact on agency change than were sources of change within the agency itself. Forestry schools agreed most often with non-consumptive users, indicating that these programs may be undergoing a change away from their traditional focus on timber production. In addition to providing valuable insights on the subject of change in the Forest Service, these survey results locate areas of agreement and disagreement, and provide valuable feedback to the agency regarding its constituent groups' views about its performance in managing the National Forests.     

饭店各级管理人员的公仆型领导风格对员工服务质量的影响

作者在13家宾馆和餐馆进行了一次实证研究,探讨饭店中、高层管理人员的公仆型领导风格对员工服务质量的影响。多层次线性模型分析结果表明,企业的公仆型领导氛围会通过部门的公仆型领导氛围,间接影响员工的服务质量;员工感知的企业负责人的公仆型领导风格会通过员工感知的部门负责人的公仆型领导风格,间接影响员工的服务质量。此外,企业的公仆型领导氛围会调节员工的工作满意感对他们的服务质量的影响,部门的公仆型领导氛围会调节员工的情感性归属感对他们的服务质量的影响。     

Neutral Bystander,Intrusive Micromanager,or Useful Catalyst?

An analysis of Forest Service-related legislative activity found that increasingly Congress is becoming involved in agency activities and decisionmaking. Congress's growing scrutiny and management of the Forest Service is indicated by rising trends in requests for agency testimony at congressional hearings, in the number of Forest Service-related bills and amendments introduced in Congress, and in the amount of Forest Service-related legislation enacted. Anecdotal evidence of direct political pressure imposed upon agency personnel by congressional members also indicates that much congressional influence occurs outside of these legislative activities. An examination of activities such as these and directives attached to annual appropriation bills also shows that not all congressional actions are productive in fostering positive agency change. The results of this study indicate the likelihood that Congress has been playing a major role in instigating change within the agency.     

部门管理人员感知的组织支持与组织氛围对旅游企业员工角色压力的影响

欧美学者普遍认为,角色压力是影响员工服务态度和服务行为的一个极为重要的因素,包括角色负担、角色冲突、角色模糊等3个组成成分.本文对我国11个地区的33个旅游企业进行了一次实证研究,检验部门管理人员感知的组织支持、企业的支持型领导氛围、授权氛围和员工服务行为评估氛围对员工角色模糊的影响.多层次线性模型分析结果表明,部门管理人员感知的组织支持会通过企业的支持型领导氛围,间接影响员工感知的角色模糊.企业的支持型领导氛围会通过企业的授权氛围,间接影响员工感知的角色模糊.此外,部门管理人员感知的企业支持还会调节员工感知的角色负担和角色冲突对他们的角色模糊的影响.     

转型期广东省地级市发展的困境与突破重点

行政区划与区域发展的关系密切,而区域发展又不能仅仅依赖行政区划的调整来达到。况且行政区划调整应该是逐步到位的过程。因此,地级市的发展要从促进政府职能转变、实行区域管治、改变城市型政区体系、理顺地级市的空间结构等方面综合考虑。     

The Costs of Exclusion: Gender Job Segregation,Structural Change and the Labour Share of Income

While women's share of employment has risen in many countries over the last two decades, gender job segregation has worsened, with women increasingly excluded from ‘good’ jobs in the industrial sector. In this article, the determinants of gender job segregation are assessed using panel data for a broad set of developing countries covering the period 1991–2015. The effect of gender job segregation on all workers, via the labour share of income, is also analysed. The results identify two major contributors to gender job segregation — the rising capital/labour ratio and the ratio of female/male labour force participation rates — indicative of ‘crowding’ and exclusion as economies move up the industrial ladder. The analysis further indicates that the crowding of women into lower quality jobs has a negative effect on workers as a whole by dampening the labour share of income. Those processes are influenced by global and macroeconomic conditions and policies that have circumscribed the expansion of high‐quality jobs relative to labour supply, intensifying competition for ‘good’ jobs and weakening labour's bargaining power.     

JOB CHAINS AND WAGE CURVES: WORKER MOBILITY AND MARSHALLIAN SURPLUSES IN EVALUATING REGIONAL EMPLOYMENT GROWTH*

ABSTRACT In theory, new regional jobs yield two distinct sources of welfare gains to workers: (1) mobility gains achieved by workers as they move up job chains and (2) traditional Marshallian surpluses enjoyed by all workers as labor markets tighten. In the past, we have argued that the second channel is likely to be small relative to the first. This paper integrates a chain model (using PSID job change data) with a modified‐Marshallian model based on “wage curves” (estimated from CPS data) to formalize and test that argument. High wage jobs with modest wage–unemployment elasticities show Marshallian effects only 10 percent to 20 percent the size of mobility effects. Low wage jobs with somewhat higher elasticities show Marshallian effects from 40 percent to 70 percent the size of mobility effects.     

解放战争时期妇女职业状况考察

1945—1949年．随着解放战争的进行。中国职业妇女状况发生了较大变化：在国民党统治区,由于国民党独裁统治的加强和财政经济的崩溃,妇女就业机会、职业环境和生活待遇不仅没有得到较好改善．反而恶化,导致了广大职业妇女的普遍反抗：在共产党解放区．伴随解放区的扩大．农妇获得了土地所有权,成了纺织运动的主力。以女工为代表的女职工也得到了广泛的职业平等权．从而展示了中国职业妇女解放的道路。     

Domestic challenges and international leadership: a case study of women in Australian international affairs

Women in international affairs play powerful and influential roles in shaping laws and policies, negotiating on subjects of war, peace and security, and representing national interest. In Australia, women outnumber men at all levels of public service to executive level one. Yet, women remain under-represented in more senior ranks and appear to experience significant challenges gaining leadership in agencies involved in diplomacy and security. What are the gendered institutions at play in Australian international affairs? Using a comparative case study approach, this paper explores the experiences of senior executive level women leaders across the Australian Federal Government in four case agencies—the Department of Foreign Affairs and Trade (DFAT), Defence, Department of Home Affairs (DHA), and the Australian Federal Police (AFP). Women’s gendered challenges in international leadership are not surprising within a diplomatic history that has often restricted women’s roles based off the ‘appropriateness’ of sending women as envoys to nations of varying safety and respect for their status. What is surprising is that women report greater sexism, discrimination and harassment from within their own agencies, not from countries in which they are hosted. This has important ramifications globally on gaining and retaining women in international affairs leadership.     

(En)Gendering the Maoist Insurgency in India: Between Rhetoric and Reality

ABSTRACT

This paper attempts a gendered analysis of the ongoing Maoist insurgency in India, particularly focused on women’s position within the movement, the continuum of gender based violence that they experience and the potential for transformative politics. The contemporary Maoist movement in India has been informed by a stated commitment to ‘progressive’ gender politics and social transformations; in that it marks a departure from the Naxalite movement of the 60s and 70s. Yet women remain concentrated in the group’s lower ranks and are absent from leadership positions. In addition, sexual and gender based violence and discrimination within the movement further undermine the commitment of the revolution to create opportunities for transformative politics including gender justice and equality. We consider it important that women’s lived experiences of the conflict - as combatants, supporters as well as civilians affected by it - are brought to the foreground. Drawing from postcolonial feminist approaches, we reflect on the challenges and possibilities for feminist politics and ethics within the Indian Maoist movement. We conclude that the rhetoric and reality of gender equality within the Maoist movement provides a unique opportunity to further investigate and analyze the ways in which feminist activism and the women’s movement in India have alienated the concerns of marginalized women from dalit and adivasi communities.     

Stitching Professionalism: Female-Run Embroidery Agencies and the Provision of Artistic Work for Women, 1870–1900

The activities of female-run embroidery agencies have been largely ignored in scholarship dedicated to the design professions in the late nineteenth and early twentieth centuries. This study reveals that embroidery agencies and societies played a key role in organizing and systematizing the female-dominated embroidery workforce, thereby granting women needleworkers new access to the business side of art. In illuminating the material and economic conditions of these women’s working lives, the author unpacks the complicated, and sometimes contradictory, relationship between embroidery organizations and professionalism, at a time when the design industries themselves were becoming increasingly professionalized and commercialized. Two broad categories of embroidery agencies are examined: modest, economically driven work depots; and artistically and philanthropically motivated embroidery societies. In the brief period of time when the popularity of the Arts and Crafts aesthetic and demand for ecclesiastical embroidery made embroidery a viable remunerative business, dedicated agencies and societies gave women with little or no connections to the art world access to a market for their wares. It was this access that allowed female needleworkers to practice as professional art workers according to that term’s most basic definition – they supported themselves monetarily through artistic work.     

Mr. Dithers Comes to Dinner: Telework and the merging of women's work and home domains in Canada

Studies of home-based telework by women yield mixed results regarding the usefulness of telework in facilitating work–life balance. Most research on the social impacts of home-based telework focuses on workers—employees or self-employed—who deliberately choose that alternative work arrangement. Labour force analysts, however, predict an increase in employer-initiated teleworking. As a case study of the workforce of one large, financial-sector firm in Canada, this article considers the conditions of employment of involuntary teleworkers, those required by their employer to work full-time from a home office. In-depth interviews were co nducted with a sample of 18 female teleworkers working for the case study firm in a professional occupation. Study participants described the advantages and disadvantages of working from home, particularly with regard to spatial and social aspects of locating work in a home setting. The gendered nature of their jobs, and the caring and supportive functions they provide both through their employment and their household responsibilities are seen to support the relocation of their jobs from office to their homes. In many jurisdictions, telework is promoted as a means of giving women more flexibility to balance their paid work with their household responsibilities; the article highlights some of the contradictions involved in moving the workplace into women's homes.     

Jobs, Equity, and the Mayoral Administration of Harold Washington in Chicago (1983–87)

Scholars have applauded and critiqued the "equity" dimensions of the four-year mayoral administration of Harold Washington in Chicago (1983–1987). Much of the debate has centered on haw to assess the progress of equity planning and implementation in specific contexts, whether it has produced concrete outcomes for poor communities, become institutionalized, or changed civic decisionmaking structures. This article attempts to capture the contested and emergent quality of equity planning in the Washington administration by examining its focus on jobs in some detail. The jobs goal–derived from neighborhood experience of economic change–became a central element of Washington's 1983 mayoral campaign and one of the key development goals of the administration. The administration pursued an array of jobs policies and programs, attempting to link economic development with employment services, hold accountable those firms receiving public incentives, retain manufacturing, and provide equitable access to city resources. By the end of Washington's first term, many economic development accomplishments had been achieved but the administration also experienced dilemmas that challenged the jobs goal and its equity potential–for example, the connection between local investment and regional and national economic policies. Consideration of the early experiences of the Washington administration in Chicago in formulating and implementing job policies and programs clarifies the difficulties of a broad-based and sustainable equity program. These lessons are particularly useful today as many low-income advocates, municipalities, and states struggle to reform workforce and economic development systems.     

Tapa Cloths and Beaters: Tradition,Innovation and the Agency of the Bounty Women in Shaping a New Culture on Pitcairn Island from 1790 to 1850

This article examines the tapa cloths made by the women associated with the Bounty, who sailed to Pitcairn Island with the Bounty mutineers to create a new society and culture. Traditional literature reveals a male-dominated narrative, which ignores any female agency in the Bounty-Pitcairn story, and merely objectifies them. The tapa cloths the women produced reveal much about their origins and their efforts to maintain the traditions of their homelands while initiating innovative designs that appear to have provided a sense of unique identity in the Anglo-Polynesian children of the Polynesian women and their European husbands. Given their objectification in the generally accepted historical narrative, it is ironic that the women reveal themselves through the objects that they made. By compiling data about the tapa cloths (kind of cloth, plants used, techniques, colour and patterning, quality), details of tradition and innovation emerge and reveal much about these women and the knowledge they passed down the generations through their daughters.     

Opportunities and competition in thick labor markets: Evidence from plant closures

Since Marshall (1890), it has been widely held in urban economic theory that cities insure workers against the risk of unemployment by offering a larger pool of potential jobs. Using a large administrative panel data set on workers displaced as a result of plant closures, we examine whether positive effects from a higher urban job density are offset by more intense competition between workers. When controlling for the sorting of workers between regions, we find robust evidence that the effect of job competition on unemployment duration exceeds that of job opportunities in absolute value. Our results put the idea of urban risk-sharing into perspective and provide an explanation for observed longer unemployment durations in cities.     

Women in neuroscience (WIN): the first twenty years

Women in Neuroscience (WIN) is an international organization whose major goal is to promote the professional advancement of women neuroscientists. To this end, WIN facilitates contacts and communication among women working in neuroscience, and organizes appropriate activities at the annual Society for Neuroscience (SfN) meeting. WIN was created in 1980, when despite major changes and advances in 'equal opportunities', women were still not achieving a proportionate level of success in the subdiscipline of neurosciences. In 1980, women made up 40 to 50% of entering classes in medical schools or graduate programs, but often comprised only 5 to 15% of leadership in respective organizations. Although there had been women elected to serve as SfN presidents, council, and committee members, women were under-represented in other positions of the Society, such as symposium and session chairs. There was an even lesser degree of representation in leadership positions at universities and medical schools in terms of full professorships, chairs, and program directors, as well as on editorial boards, advisory boards, and councils. Over the years, WIN has worked with success toward increasing the participation of women in neuroscience.