Developing professional discretion of street-level bureaucrats (SLBs) is not only an important strategy for bridging the gap between public service rules at policy level and sophisticated individual service needs at practical level, but it also has recently become a hot topic in public management. This study advances the SLB theory by providing empirical evidence that organizational learning capability and organizational type buffered the impact of transformational leadership on professional discretion in a sample of 595 Chinese professional social workers. This research showed that establishing an internal professional learning mechanism in public service agencies was conducive to improving SLBs’ professional discretion.

Purpose: This study aims to investigate the effects of professional autonomy (PA) and person–environment fit (person–job [PJ] fit and person–organization [PO] fit) on turnover intention (TI). Methods: We take a total of 1,133 professional social workers with formal educational background from the China Social Work Longitudinal Study 2019 as our sample and use structural equation modeling as our analysis method. Results: We find that an increase in person–environment fit is significantly associated with a decrease in Chinese social workers’ organizational TI, and this relationship is mediated by PA. However, PA has greater power to buffer the effects of PJ fit than those of PO fit on TI. Conclusions: This finding improves existing understanding of the paradox of social workers embedded in the community. An occupational environment that promotes PA is urgently needed to address this paradox and to prevent social workers’ TI.

In the past decade, the number of long-term care (LTC) services for older adults in China has grown annually by an average of 10%. Older adults, their family members, and policymakers in China are concerned about patient outcomes in different care settings because older adults who have a similar functional status and LTC needs may choose either nursing home care or home care. The aim of this study was to compare pain perception in nursing home care and home care settings for physically dependent older adults in China. Multi-stage sampling method was used to recruit respondents aged 65 and older from Yichang City, China, in 2015. The researchers employed a two-step analytical strategy—zero-inflated ordered probit regression followed by propensity score matching method—to model the effect of contrasting residence types on pain perception. Zero-inflated ordered probit regression analysis with participants unmatched (n = 484) showed that compared with older adults who received home care, those who received nursing home care did not have more severe pain (β = 0.088, SE = 0.196, p = 0.655). After propensity-score matching, the research found that older adults in the home care group perceived less pain compared with the nursing home group (β = 0.489, SE = 0.169, p = 0.004). The older adults who received home care perceived significantly less pain than the nursing home residents. The pain of older adults may differ based on the type of LTC services and therapy intensity they received, and home care might lead to less pain and better comfort than nursing home care.

Workplace sexual harassment (WSH) has been recognized in the literature as a serious problem for the past 40 years. Since 2017, the global #MeToo movement has fostered local awareness of WSH and inspired researchers in China to pay increasing attention. Guided by the gender empowerment theory, this study investigated the relationships between women’s responses as targets of WSH (e.g., choosing avoidance or confrontation) and both their perceptions of gender equality and their knowledge of the relevant national laws. We used data from a recent large-scale online survey conducted on the topic of sexual harassment among Chinese women in four metropolitan cities in 2018 and selected 862 women who had experienced WSH during the previous 12 months as the study sample. The results revealed that 545 of the respondents chose to show resistance when faced with WSH, while 287 identified their boss as their harasser. In addition, respondents’ perceptions of gender equality and their knowledge of national laws on anti-domestic violence were shown to have positive effects on their responses as targets of WSH. Moreover, monthly income, household registration, and type of WSH were found to be associated with targets’ responses in a statistically significant way, whereas their marital status, educational background, and age were not. Furthermore, the study found that the boss as harasser weakened the relationship between women’s perception of gender equality and their active response to WSH incidents. With this study, we advance our understanding of the important role that perceptions of gender equality play in women’s responses as targets of WSH, and we discuss implications for prevention and intervention efforts that encourage targets to actively respond. We advocate promoting education on gender equality, fostering awareness of the laws and regulations relevant to WSH, and cultivating an organizational culture and environment that is hostile toward WSH.

This study investigates the key factors influencing turnover intentions of social workers, adopting a comparative approach within the two patterns. Based on planned behaviors theory, the personal attitudes, subjective norms, and perceived competences of social workers were measured to predict organizational and occupational turnover intention, with controlling variables being demographic factors, work-related factors, and professional perception. It was found that social workers from Guangzhou (as “autonomous-embedded” patterns) expressed stronger intention to leave their current organizations than did their counterparts in Beijing (as “dependent-embedded” patterns), and their attitudes played a salient role in the prediction of organizational or occupational turnover intention. However, personal attitude was not a determinant of either organizational or occupational turnover intention in Beijing. This research sheds light on the importance of subjective norms in dependent-embedded patterns, points out the dominant role of personal belief in autonomous-embedded patterns, and highlights the key role of job satisfaction in the turnover process.