全面建设小康社会进程中云南农村人口脱贫致富研讨

云南省要与全国同步实现全面小康社会的目标,重点在农村,难点在贫困人口。需要在掌握云南贫困人口基本状况的基础上,分析存在困难的原因和解决问题的条件,进而有针对性地探讨脱贫致富的有效途径。     

Latent Fingermark Aging Patterns (Part I): Minutiae Count as One Indicator of Degradation

The authors are exploring degradation patterns of latent fingermarks over time which can be quantitatively determined in a predictable manner by visual means. Several physical degradation parameters for assessing this hypothesis are evaluated. This article analyzes the parameter “minutiae count” as a function of time. Experiment variables included were secretion type (sebaceous‐rich and eccrine‐rich), substrate (glass and plastic), and exposure to light (dark, shade, and direct light). Depositions were sequentially visualized with Titanium Dioxide powder over a period of 6 months, photographed, and number of minutiae recorded. Results revealed a significant decrease of minutiae for eccrine‐rich marks on glass but insignificant for sebaceous‐rich marks on the same surface. However, significant degradation was observed for both types of secretions on plastic. The authors conclude that the distinctive prevalence of minutiae changes over time indicates with a high degree of certainty the hypothesis is valid and deserves additional exploration.     

At the Edges and on the Margins: Hearing the Voices of Young People in South Pacific Island Countries

Abstract

‘Youth’ are frequently referred to under the mantra of inclusivity in any aid-funded project, development initiative or government–donor initiative in the Pacific region. Indeed, ‘youth’ ranks alongside ‘women/gender’ as a catch term for communicating diversity compliance. But how are ‘youth’ framed and who speaks for this group of people who are not yet adults or are only just adults in law, and yet are beyond the voiceless or barely articulate stage of childhood? This question may be particularly pertinent in cultures such as those found in the Pacific, where the right to speak out is traditionally not afforded to those on the edge of adulthood, and where ‘youth’ for the purposes of inclusive dialogue frequently means people over the age of 20. Although they may seem isolated, the Pacific islands are linked to global, regional and national movements to give young people more voice, to recognise the valuable contributions they can make and to ensure that they are participants in determining their own futures.     

Cognitive Dissonance in Social Work

Cognitive dissonance is a state of tension occurring when a person holds two psychologically inconsistent cognitions. For this study, 21 social workers who facilitate transracial adoption plans for Aboriginal children in British Columbia were interviewed: 1) Do social workers who facilitate transracial adoption plans for Aboriginal children experience cognitive dissonance? If so, in what ways? 2) How does cognitive dissonance impact them? 3) In what ways do social workers reconcile a sense of dissonance? Findings suggest that social workers do experience cognitive dissonance, that they are adversely impacted, and that they find ways to reconcile the cognitive dissonance.     

MALDI-TOF-MS成像技术及其在法医损伤标志物筛选中的应用

传统的免疫学和分子生物学技术在寻找损伤分子标志物方面存在成果孤立、效价模糊以及相互间作用机制不明等缺点.质谱成像技术集筛选、分析和图像化于一体,更适合基于形态学的损伤分子标志物研究.本文综述了基于基质辅助激光解吸/电离-飞行时间质谱（matrix-assisted laser desorption/ionizationtime-of flight mass spectrometry,MALDI-TOF-MS）成像技术筛选并识别特征性蛋白质的方法和最新进展,阐述了其在法医学损伤研究中的应用价值.     

Beyond Hollowing Out: Straitjacketing the State

For two decades, the metaphor of ‘hollowing out’ dominated discussions about the changing role of the state in delivering public services. Today, this metaphor no longer captures important contemporary developments. European Union policy has expanded deeper and deeper into public service sectors, increasingly constraining government's capacities to deliver these services. I suggest a new metaphor to capture this: straitjacketing the state. People are straitjacketed when they are perceived to be at risk of damaging themselves through self‐harm. Straitjacketing the state occurs when a state signs up to a new set of supranational rules which purportedly will help avoid it damaging itself, by restricting room for localised inefficient practices. However, due to the strength of the straitjacket, governments become significantly restricted in choosing policies for domestic implementation according to their preferences.     

人口老龄化背景下的养老事业发展研究

随着我国人口老龄化加剧,推进养老事业发展意义重大,它不仅有利于满足群众养老需求,也是惠民生促和谐的社会发展的内在需求,还是拉动经济增长的新的动力源。但由于我国养老事业发展起步较晚,依然存在诸如对养老事业发展认识不足、缺乏发展规划、养老服务供给不足、养老服务从业人员队伍建设滞后等问题,致使养老服务难以满足日益增长的养老需求。当前迫切需要解决这些问题,推动养老事业发展,提供养老资源更多可及性,提高养老服务水平。     

Actions by Political Officials Have Weakened the Federal Government Workplace: Downsizing Has Cut Lower Level Workers the Most and Replacing Federal Employees with Private Corporations Costs Much More,Creating the Need for Immediate Reform

Abstract

The authors of this paper are four practitioners each of whom has many years of experience working in the Federal government and also has pursued doctoral studies in public or business administration. Three ideas developed in this paper are that: (1) the Federal civil service has been changed from being a model workplace to a much less desirable one; (2) although downsizing has been touted as an efficiency and economy measure, lower level employees experienced the most cuts and (3) the current practice of replacing Federal employees with private corporations costs much more. Over the past two decades private sector workplaces in the United States, and now the Federal government workplace, have experienced so much change that previous theories, concepts, models, and expectations no longer hold. Just as private industry workplaces have been changed by downsizing, reorganizations, mergers, elimination of middle management, and outsourcing, so, too, has the Federal government workplace been fundamentally altered. Reducing the number of government workers, replacing Federal employees with private firms, increasing the number of officials with political agendas, and using harsh personnel management practices have transfigured the Federal workplace. Examples of factors that have contributed to a changed workplace include: the Civil Service Reform Act which replaced the Civil Service Commission with the Office of Personnel Management; importing private sector approaches into the government, e.g., the Grace Commission; replacing the Civil Service Retirement System with the Federal Employees Retirement System; pressure to downsize and privatize; and many elements of the National Performance Review and Government Performance and Results Act. Now that the metamorphosis away from the traditional Civil Service borne of the Pendleton Act is nearly complete (although the new paradigm is not entirely clear), questions about the effects of a changed government workplace are being raised. Some people believe the metamorphosis is from a caterpillar to a butterfly, while others think the opposite. Whether the changed Federal government is a thing of beauty or a distasteful organism will be determined over time by observations and assessments of the effects of the change. These effects will be both internal to the government workplace, itself, and external to it, involving the products, services, outputs, and outcomes it produces. This paper begins by describing some of the politically mandated changes that have altered the very foundation of the Federal government workplace over the past 20 years and made it a much less desirable place to work. Next, some of the effects of two politically mandated changes are examined: (1) downsizing or reducing the number of Americans who can work for their government and (2) contracting out or replacing government workers with private corporations. Political officials have told the media and the American public that these changes were needed to improve the government's efficiency, effectiveness, and economy. It has been suggested that these initiatives will reduce costs. However, an examination of downsizing and contracting out shows the opposite effect. While overall the Federal government has fewer employees now than in 1961, the statistics indicate that lower level employees have been cut the most:

• The number of secretaries decreased by 39% between 1992 and 1998.

• The blue collar workforce is down 40% since 1982, e.g., Supply Clerical and Technician (?35%), Accounting Technician (?24%), and Electronics Mechanic (?41%).

• Between 1993 and 1998 the number of GS‐1 to GS‐10 employees fell from 767,000 to 594,000.

• In 1983 the number of GS‐1 to GS‐10 workers exceeded GS‐11 to GS‐15 by nearly 300,000, while in 1997 GS‐11 to GS‐15 outnumbered the lower level workers by 44,000.

Although authoritative cost comparison studies are difficult to conduct because top officials have made little provision to collect information on the cost of contracting with private firms or the number of contract employees, available information indicates that it is much more expensive than using government employees. The contracting out we are talking about is not the usual kind—building ships or planes, or acquiring computer systems or special expertise not available in the government. Rather, it is contracting with private firms to do jobs that are currently being performed by Federal employees. Not satisfied with the level at which firms are being substituted for Federal employees, actions by political officials have created an environment which now favors private corporations and where they can be given work at top management's discretion, often regardless of cost. In fact, today most contracting out is done without the use of Circular A‐76 Cost Comparison Studies. There is empirical and logical evidence that shows that replacing government employees with private corporations is more expensive. For example, a study by the Department of the Army documents what people close to contracting have always known—that it is far more expensive to contract with a private firm for work than to have Federal employees do it. Logically, the government incurs additional items of cost when replacing Federal employees with private corporations. First, there is the profit that goes to the firm. Second, there is the firm's overhead which pays for corporate offices, staffs, and CEOs. Third, there are the costs of the contracting and award process and of contract administration and management. Although the worker on a government contract may be paid a little less than a government worker, the cost of the worker is only a third to a half of what the government pays the firm. Thus, replacing government workers with private firms usually costs far more and it is not unusual for it to cost two to three times as much. This paper partly is based on the authors' long experience in the Federal government. It is not based on the organizations in which they are currently employed.     

Recovery Risk and Labor Costs in Public–Private Partnerships: Contractual Choice in the US Water Industry

We use an ordered logistic model to empirically examine the factors that explain varying degrees of private involvement in the US water sector through public–private partnerships. Our estimates suggest that a variety of factors help explain greater private participation in this sector. We find that the risk to private participants regarding cost recovery is an important driver of private participation. The relative cost of labour is also a key factor in determining the degree of private involvement in the contract choice. When public wages are high relative to private wages, private participation is viewed as a source of cost savings. We thus find two main drivers of greater private involvement: one encouraging private participation by reducing risk, and another encouraging government to seek out private participation in lowering costs.     

Health,Poverty and Service Use Among Older West Indian Women in Greater Hartford

SUMMARY

This study brings to light the phenomenon of aging in the West Indian migrant community in the United States. It presents the results of a cross-sectional exploratory survey of 107 community-dwelling West Indian women aged 55 years and over living in the Greater Hartford region of Connecticut. The data analysis reveals positive self-reports of health and few limiting or disabling conditions. However, there is substantial income inequality, a negative relationship between age group and income and limited use of services among those women most likely to require them. The findings suggest that some of the qualities which contributed to West Indians becoming the “Black success model” in the U.S. may be counterproductive for successful aging. A community-based strategy for addressing these issues is outlined.