Determinanten des Wiedereinstiegs von Müttern in den Arbeitsmarkt in Vollzeit oder Teilzeit

This paper deals with the question which determinants influence the re-entry of mothers on the labor market after the first childbirth. Contrary to existing studies it is possible to distinguish empirically between full time and part time employment after re-entry by employing the newly available BASiD-data. Theoretical arguments indicate that women decide deliberately for a part or full time job due to labor market restriction, their household und family situation and institutional rules which vary in time. Empirically this paper focuses on mothers in West Germany because the data includes a long observation period before reunification. Based on event history models we can show that the determinants for full and part time re-entries differ substantially. Hence it can be reasoned that full and part time jobs for re-entry after birth are not simple substitutes for the women.     

Telomeres and human aging: facts and fibs

Can telomere dynamics, defined by telomere length and attrition rate, provide information about the biology of human aging above and beyond that provided by chronological age? Accruing data suggest that it can. White blood cells (WBCs) have been used as the primary model in attempts to decipher links between aging, aging-related disorders, and telomere dynamics in humans. The WBC model may be appropriate in clinical settings, provided that we fully appreciate its drawbacks and limitations. On the basis of WBC telomere data, it is evident that age-adjusted telomere length is highly variable, highly heritable, longer in women than men, and shorter in people who harbor a host of age-related disorders, whose common denominators may prove to be increased oxidative stress and inflammation. It appears that shorter age-adjusted WBC telomere length augurs a greater risk of morbidity and premature mortality in the elderly. However, it is unsettled whether human telomere dynamics is only a proxy for fundamental mechanisms that govern the course of aging or a key determinant in its progression.     

Learning About the Market’s Periphery: IBM’s WebFountain

The web can provide valuable information to an organisation on upcoming trends, competitors’ movements and customers’ gripes. More important, the information is within reach of every organisation. The problem is that there is so much of it. This paper describes how IBM set up and utilised WebFountain—a tool to help it extract trends and detect patterns from the vast amounts of raw data available. Still, the authors argue, any organisation needs to do more to use to its full potential such a system for extracting analytic solutions from the web: the most important being to ask the right questions in the first place.     

The Role of Trust and Contractual Safeguards on Cooperation in Non-equity Alliances

Because partners may behave opportunistically in alliances, contractual safeguards or trust between partners are necessary for successful outcomes. However, it remains controversial whether safeguards and trust substitute or complement each other. Drawing on transaction cost theory, this study conceptualizes both contractual safeguards and trust as important control mechanisms in non-equity alliances, and develops a model that relates contractual safeguards and trust to cooperative outcomes. We test our hypotheses with data collected from 233 architect-contractor partnerships in Hong Kong. The results show that the relationship between contractual safeguards and cooperative outcomes depends on both the level and type of trust.     

International Joint Ventures: Partnering Skills and Cross-Cultural Issues

Cooperative activity has become an important element of strategic behaviour and, with increasing globalisation, many alliances are being formed across national boundaries, with the attendant challenges of surmounting linguistic and other cultural barriers. This article provides new perspectives on the partnering skills needed for success in such international joint ventures (IJVs). Based on the analysis of 60 personal interviews from a sample of 20 Anglo-European JVs, four categories of skills are analysed: inter-partner skills, managing the IJV managers, the “upward management” skills of IJV managers managing the ‘parent’ partners, and those of managing the IJV itself. The article presents a matrix to examine the four categories of skill in the context in which each are used. Serving both as an analytical device and a diagnostic tool, this matrix offers results that have important implications for the management of IJVs with regard to the selection and training of managers and the inculcation of the skills required for each level of operation.     

Informal Mentoring as an Organisational Resource

Mentoring is a mechanism for supporting junior managers but until now little research on the benefits to the organisation has been reported. This paper reports on a survey of managers in a UK local government authority to ascertain their views of the benefits of informal mentoring to the organisation. Both mentors and protégés perceived mentoring as investment in a future pool of managers and a tool for the management of change. Mentoring was also seen as assisting in the transfer of knowledge, organisational learning and cross-departmental communication—in other words, as nodes in an information network. Further research is suggested into mentoring as a micro-level knowledge-producing community of practice. As informal mentoring is likely to bring longer-term advantages to the organisation, the paper also discusses how to capture the benefits of informal mentoring when designing formal schemes.     

‘Sent Down’ in China: Stratification challenged but not denied

Dramatic shocks to social systems can disrupt normal social processes such as life course sequences and socioeconomic attainment. Such shocks provide a rare opportunity for contrasting normal and extraordinary social processes and thus revealing social structures and processes that may otherwise be invisible. The current article focuses on the ‘sent-down’ generation in China of the 1960s and 1970s, many of whom were forcibly relocated to the countryside following middle or high school graduation to “learn from the peasants.” Although most of these young people eventually returned to urban areas, the experience was traumatic for at least some and disrupted normal life course developments and process of socioeconomic attainment for many. This is especially the case for those who stayed in the countryside for an extended period of time. Data from the Chinese General Social Survey indicate that both the formal and informal power of parents was unable to protect children from being sent down. Nevertheless, as the process matured, stratification forces reemerged in the ability of politically well-placed parents to facilitate the early return of their children. Despite some success in attaining college education and Communist Party membership for the sent-down generation, sent-down men report more unhappiness with life than their non-sent-down counterparts and sent-down men and women report much earlier retirement and withdrawal from the labor force than non-sent-down women. These findings collaborate and extend prior research on the sent-down generation and illustrate the lasting effects of both inequality and of attempts to change inequality.