Career development among young disabled artists

This paper reports on the experiences of 47 young disabled artists and the interaction between disability, impairment and the arts in their educational and career pathways. The artists were finalists in the VSA arts/Volkswagen of America Inc. Program, an arts‐based program intended to showcase the talents and accomplishments of young disabled artists aged 16–25. A few artists found their impairment to be a barrier to making art. Many, however, did not think their impairment affected their ability to make art, and a few thought it actually enhanced their artistic ability. These finalists often cited art as a tool for overcoming impairment‐related, disability‐related and other barriers. In this paper we identify effective strategies that these young artists used to further their arts careers. It concludes with a discussion of the implications of the findings and provides recommendations to support young disabled artists in their educational and career efforts.     

Structural impacts on the occurrence and effectiveness of transformational leadership: An empirical study at the organizational level of analysis

This article empirically investigates the role of organizational structure in the transformational leadership (TFL) process. We examine organizational centralization, formalization, and size as antecedents of an organization's TFL climate, and as moderators of the relationship between TFL climate and productive organizational energy (POE). Hypotheses are tested using a sample of 125 organizations. Results show that both the centralization and size of an organization are negatively related to its TFL climate, whereas formalization has a positive association. Further, while there is a positive linkage between TFL climate and POE, both centralization and formalization moderate this relationship. The TFL climate–POE linkage is diminished under conditions of high centralization, and it is enhanced under conditions of high formalization. These findings point to the role of organizational structure as a boundary condition for both the occurrence and the effectiveness of TFL in organizations. The paper concludes by acknowledging its limitations and discussing its implications for practice and research.     

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)     

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Candidate-gene association analysis for a continuous phenotype with a spike at zero using parent-offspring trios

In this paper, we propose the class of generalized additive models for location, scale and shape in a test for the association of genetic markers with non-normally distributed phenotypes comprising a spike at zero. The resulting statistical test is a generalization of the quantitative transmission disequilibrium test with mating type indicator, which was originally designed for normally distributed quantitative traits and parent-offspring data. As a motivational example, we consider coronary artery calcification (CAC), which can accurately be identified by electron beam tomography. In the investigated regions, individuals will have a continuous measure of the extent of calcium found or they will be calcium-free. Hence, the resulting distribution is a mixed discrete-continuous distribution with spike at zero. We carry out parent-offspring simulations motivated by such CAC measurement values in a screening population to study statistical properties of the proposed test for genetic association. Furthermore, we apply the approach to data of the Genetic Analysis Workshop 16 that are based on real genotype and family data of the Framingham Heart Study, and test the association of selected genetic markers with simulated coronary artery calcification.     

„Ausbildungslosigkeit“ als soziales Stigma in Bildungsgesellschaften

In many Western countries, less-educated persons constitute an increasing share of the long-term unemployed. They are less able to enter into even unskilled jobs. The dominant explanation is the displacement argument arguing that trained persons out-qualify less-educated persons in situations of job competition because of an oversupply of qualified persons. Here, decreasing employment opportunities are seen as being essentially a labor market matching problem. The paper provides a complementary, sociological explanation: the thesis of “stgmatization by negative selection” which includes the consequences of historically declining proportions of less-educated youth, in the end constituting a “residual category” in society. Changes in group size, group composition, and employers’ perception in the course of educational expansion are taken into account. By including the possibility of low education becoming a “stigma” connected with processes of self and external selection described in this paper, this sociological explanation takes account of an additional source of the increasing vulnerability of low educated youth. Analyses based on the German Life History Study (conducted at the Max Planck Institute for Human Development) support the stigma argument.     

Selfish bin coloring

The bin packing problem, a classical problem in combinatorial optimization, has recently been studied from the viewpoint of algorithmic game theory. In this bin packing game each item is controlled by a selfish player minimizing its personal cost, which in this context is defined as the relative contribution of the size of the item to the total load in the bin.     

Maximizing competence through professional development: increasing disability knowledge among One-Stop Career Center staff

The Workforce Investment Act of 1998 (USA) mandates that partners in the One-Stop Career Center system be prepared to serve a diverse customer base. Effective service delivery depends in part on a focus on human resources and professional development. This article presents innovative strategies for One-Stop Career Center staff training related to serving customers with disabilities. Findings from case study research conducted in several One-Stops across the country revealed that staff struggled with both knowledge and attitudes around disability issues. To address these concerns, local leaders developed practices that provided opportunities to gain practical skills and put acquired knowledge to use. These included a formalized curriculum focused on disability issues; informal support and consultation from a disability specialist; and exposure and learning through internships for students with disabilities. Implications are offered to stimulate thinking and creativity in local One-Stops regarding the most effective ways to facilitate staff learning and, in turn, improve services for customers with disabilities.