Wie ist Globalisierung m?glich? Zur Entstehung globaler Vergleichshorizonte am Beispiel von Wissenschaft und Sport

The article conceives of globalization as a highly improbable phenomenon. In contrast to the mainstream of the globalization literature, we ask under which conditions the globalization of societal fields can potentially become an empirical reality. We proceed in three steps: The second part presents an explanatory model that identifies the conditions under which global horizons of comparison may emerge. Our model is predicated on the assumption that the globalization of societal fields is enabled not only by relational linkages (??ties??) but by public comparative discourses (??cultural linkages??) too. In the third part, we apply this model on the development of modern science and competitive sports, proving the explanatory power of our model and showing that in both cases global horizons of comparison first consolidated in the late 19^th century. The final part concludes with reflections on commonalities and differences between the two cases, on the applicability of the model to other social fields (e.g, economy) and on its implications for the analysis of globalization processes.     

Achtsamkeit in der Schule durch ein professionsbezogenes Achtsamkeitstraining für LehrerInnen

This article argues for a culture of mindfulness in schools. It postulates that mindfulness is a necessary part of health promotion in schools since it constitutes an important personal resource in solving urgent problems such as increasing adipositas, addictive behavior and procrastination. Mindfulness of teachers is stated as an essential catalyst for mindfulness-based activities in schools. First results of a research project are presented and discussed which developed a profession-related mindfulness training adapted especially for teachers.     

Heterogeneity in Trajectories of Life Satisfaction After Reunification: The Role of Individual Resources and Life Stage in Former East Germany

Social Indicators Research - For people living in the former East Germany, reunification with the former West Germany fundamentally transformed the sociopolitical system and most domains of...     

In Search of Workers' Real Effort Reciprocity—a Field and a Laboratory Experiment

We present a field experiment to assess the effect of own and peer wage variations on actual work effort of employees with hourly wages. Work effort neither reacts to an increase of the own wage, nor to a positive or negative peer comparison. This result seems at odds with numerous laboratory experiments that show a clear own wage sensitivity on effort. In an additional real‐effort laboratory experiment we show that explicit cost and surplus information that enables an exact calculation of an employer's surplus from the work contract is a crucial prerequisite for a positive wage–effort relation. This demonstrates that an employee's reciprocity requires a clear assessment of the surplus at stake. (JEL: C91, C92, J41)     

Choice correspondences for public goods

We consider collective choice problems where a group of agents has to decide on the location of a public facility in a Euclidean space. A well-known solution for such problems is the coordinatewise median of the reported votes and additional fixed ballots. Instead of adding ballots, we extend the median solution by allowing set-valued outcomes. This especially applies for location problems with an even number of agents. Received: 14 August 1998/Accepted: 29 August 2000     

Code‐switching and social identities in the Eastern Maroon community of Suriname and French Guiana1

Sociolinguistic research on Creole communities has so far focused mainly on the social and linguistic distinctiveness of Creoles and on their synchronic interaction with their European lexifier. To date, little work has been done on the stylistic make‐up of Creoles and on how these styles are employed in interactions to negotiate social identities and relationships. This paper investigates patterns of code‐switching between different Creole varieties in the Eastern Maroon community using Myers‐Scotton's markedness model. It demonstrates that such patterns are structurally similar to those found in other bilingual communities and function as an important resource for creating interactional meanings. Moreover, it shows that overall similar patterns of code‐switching convey partially different meanings due to their interaction with situational factors.     

Social Support,Unfulfilled Expectations,and Affective Well‐being on Return to Employment

We conducted a longitudinal study to investigate how social support from the partner is related to mothers' affective well‐being during their return to employment after maternity leave and whether expectations of that support have an additional impact. We differentiated four forms of support and their respective expectation discrepancies: emotional, instrumental, informational, and companionship. Further, we included the impact of meeting specific support expectations. A convenience sample of 288 women filled out questionnaires 2 weeks before reentry and then 1 month and 2 months afterward. Social support was associated with well‐being, with emotional support having the strongest positive impact. Informational and instrumental support either were not related or were negatively related to affective well‐being. Expectations had an additional influence but were inconsistently associated with affect. They became more important over time.     

Coaching von etablierten Professor/innen

Coaching for professors is increasingly gaining in importance at German universities. Especially the more established professors are challenging to reach. This article identifies and analyzes the established professors as a target group for business coaching in academia. Unique requirements concerning their management tasks and professional role are presented. Basic reasons for coaching of established professors are demonstrated in three characteristic case studies from practical experience.     

Motivating teammates: The leader’s choice between positive and negative incentives

Team leaders often provide incentives for cooperation. A challenging question is how different incentive schemes and their actual choice by the leader shape the team’s culture and contribute to the team’s success. To shed light on this issue we investigate how a leader chooses between rewards or punishment in an experimental team setting and how teammates’ contributions are influenced by this choice. Leaders show a clear initial preference for rewards, which diminishes over time in some teams. Leaders who observe more free-riders in their teams tend to switch to punishment incentives. A change from rewards to negative incentives results in an immediate and enduring increase in contributions. On the other hand, contributions show a decreasing trend in teams with a leader who sticks to rewards.