Education and fertility in sub-Saharan africa: Individual and community effects

Using data from Demographic and Health Surveys for 22 countries in Sub-Saharan Africa, I show that the average educational level in a village or a community of a similar size has a significant depressing effect on a woman's birth rates, net of urbanization and her own education. According to simulations, average fertility for these countries would be 1.00 lower if education were expanded from the current level in the region to the relatively high level in Kenya. The exclusion of aggregate education from the model leaves a response of only 0.52. A considerable aggregate contribution is estimated even when several potential determinants of education are included. This finding illustrates the need to consider aggregate education in future assessments of the total impact of education.     

An appraisal of key factors in the implementation of occupational stress interventions

Empirical research on stress intervention in organizations, and experience from organizational change programmes in general, indicates that obtaining intended change is often more difficult than it had been conceived to be at the outset. In order to facilitate the accomplishment of stress prevention and effective organizational change, this paper examines the importance of the social and cognitive processes influencing the implementation of any intervention. It states that if change is to be managed skilfully, it is important (1) to create a social climate of learning from failure, (2) to provide opportunities for multi-level participation and negotiation in the design of interventions, (3) to be aware of tacit behaviours that possibly undermine the objectives of interventions, and (4) to define roles and responsibilities before and during the intervention period.     

Build-operate-transfer Outsourcing Contracts in Services – Boon or Bane to Emerging Market Vendor Firms?

Build-operate-transfer (BOT) contracting has been widely used in the engineering and construction industry and has recently spread into the service industry domains. Notably, service provider firms from emerging markets, India in particular, are now offering BOT outsourcing contracts in which the client firms are allotted call options, i.e. the right, but not the obligation, to transfer pre-specified assets from the service provider. As such, BOT outsourcing contracts seems to be an interesting contractual novelty that combines the advantages of outsourced and captive offshoring operations. In this paper we investigate under which circumstances a BOT outsourcing contract (i.e. a contract where the client firm exercises its call option) is beneficial, or the opposite, to the emerging market vendor firm. Whether BOT outsourcing contracts are boon or bane to an emerging market vendor basically hinges, we submit, on its internal diffusion of client-specific knowledge and capabilities prior to the execution of the call option.     

The Attractiveness of an Additive Hazard Model: An Example from Medical Demography

With the intention of studying sociodemographic differentials in theelevated mortality from cancer, a mixed additive-multiplicativecontinuous-time hazard model with categorical covariates is suggested. Thismodel is a simple and plausible extension of the multiplicative hazard modeldemographers are well acquainted with. As an empirical example, survival fromprostate cancer among Norwegian men is examined on the basis of individualregister and census data. The model has some advantages compared to themodels based on an additive mortality structure that have previously beenused in studies of cancer survival. In other demographic research areas, itcould be an interesting alternative to the commonly employed multiplicativehazard model.     

A multilevel analysis of the effects of a reproductive health programme that encouraged informed choice of contraceptive method rather than use of officially preferred methods,China 2003–2005

Using data from the Food and Agricultural Organization and some other sources, it was estimated that rapid population growth in countries with an initial average calorie availability of below 2800 per head inhibited improvements in food production and availability per head during the 1980s and early 1990s. There were statistically significant negative effects of population growth on the growth in the production of noncereal food crops, milk, and meat, and in total food production. Because net food imports and aid shipments of cereals responded similarly, rather than acting as compensatory factors, the development in total calorie availability per head was least satisfactory in countries with the most rapid growth. A rapid increase in the number of adults of working age appeared to be no less disadvantageous than an increase in the number of children or elderly. Weaker effects were found when the entire 1970-95 period was considered. There were few indications that poverty, illiteracy, or land or water scarcity made it particularly difficult to cope with a growing population.     

The Emergence of a Positive Relation Between Education and Third Birth Rates in Norway with Supportive Evidence from the United States

Data derived from the Central Population Register of Norway and the 1988 National Survey of Families and Households show a positive association between mothers' educational level and rates of third births. Norwegian women who had a second birth during the late 1970s and had received more than 12 years of schooling gave birth to a third child more frequently than women who had only received the minimum compulsory education. Similar results were obtained for American women who had a second birth during the 1970s. Attempts to explain this positive effect of education in terms of economic status, or a differential impact of commitment to work by the mothers, have failed. It also seems that trends and variations in selection to parity 2 play a minor role.     

The organizational design of offshoring: Taking stock and moving forward

Offshoring can be defined as the relocation of organizational tasks and services to foreign locations. At the same time as the scale and scope of offshoring have reached unprecedented levels in recent years, firms have increasingly been exposed to the challenges relating to managing an organization consisting of a number of offshored activities. In this special issue introduction paper, we argue that an organizational design perspective on offshoring can benefit research and practice in understanding how firms can coordinate and integrate offshoring activities. Specifically, we argue that offshoring implies an organizational reconfiguration consisting of three stages: disintegration, relocation and reintegration. We discuss the implications of this perspective and outline a research agenda.     

Implementing human resource development best practices: Replication or re-creation?

Abstract

Firms increasingly introduce HRD ‘best practices’ developed somewhere else, but results often fall short of expectations. Much of existing theory fails to guide the implementation of HRD best practices because it does not recognize how introduced practices interact with existing practices in the firm. In this paper, we contrast the dominant perspective ‘Implementation as Replication’ with a perspective of ‘Implementation as Re-creation’. Through four stages of the implementation process, we identify and discuss how these contrasting perspectives yield different implications for how firms go about introducing HRD best practices. First, when firms take up a practice, is this a process of adoption or translation? Second, is it assumed that new knowledge can be implanted directly and lead to new behaviour, or is active experimentation a necessary precondition to gain new knowledge? Third, are deviations from the intended plan considered errors to be corrected or sources for learning? Fourth, are introduced best practices treated in isolation or as integral parts of the firm's management system? We argue that implementation efforts guided by the re-creation perspective increase the prospects of HRD best practices succeeding as a useful tool in the receiving firm.     

A Convolution Estimator for the Density of Nonlinear Regression Observations

Abstract. The problem of estimating an unknown density function has been widely studied. In this article, we present a convolution estimator for the density of the responses in a nonlinear heterogenous regression model. The rate of convergence for the mean square error of the convolution estimator is of order n ^?1 under certain regularity conditions. This is faster than the rate for the kernel density method. We derive explicit expressions for the asymptotic variance and the bias of the new estimator, and further a data‐driven bandwidth selector is proposed. We conduct simulation experiments to check the finite sample properties, and the convolution estimator performs substantially better than the kernel density estimator for well‐behaved noise densities.     

The MySocialworker app system – a pilot interview study

An app system was developed in Denmark by caseworkers and clients from three municipalities, a software company, and a University College. The app system enabled young clients to track their wellbeing, positive behaviours, disturbances in their lives, and their experiences of interventions on smartphones. Statutory caseworkers could follow the change in their client’s situation and have an overview of all their clients on a web interface. This article describes the system and the results of a pilot qualitative interview study with six young clients. Clients used the app to reflect on their lives, to set specific personal goals and to remember their goals. The young clients also used the app to monitor changes in how they had been doing overall and as a reminder to keep up specific behaviours that were counterintuitive. The app became an integral part of the young clients’ relationship with their caseworker. The app was a lens that the client and the caseworker used to explore specific aspects of the client’s life. The app itself also became a joint venture, a shared point of interest. The app strengthened the young persons’ relationship with their caseworker, but there was also concern about whether they might become too close.