Fertility Changes Among Immigrants: Generations,Neighborhoods, and Personal Characteristics*

Objective. To understand how adaptation/assimilation, disruption, and diffusion interact to produce changes in fertility levels among successive generations of Mexicans and Central Americans in the United States. Method. Using restricted access data that link individual data (CPS) to neighborhood data (census tracts), we examine the role of generation, personal characteristics, and neighborhood characteristics in determining children ever born (CEB). Results. There are significant differences in fertility across generations and, to a lesser extent, between women who live in ethnic enclaves and those who do not. Once personal characteristics are considered, the independent effect of generation on fertility is nearly eliminated. Personal characteristics dominate neighborhood characteristics in their ability to predict fertility. The most consistent predictor of CEB at the neighborhood level is the percentage of Hispanic adults. Conclusions. Personal characteristics dominate fertility change across generation, and were it not for increases in educational attainment, fertility might be higher in successive generations rather than lower or unchanged.     

Casework Job Design and Client Outcomes in Welfare-to-Work Offices

Differences in performance across different locations of a humanservice program may be driven by client, managerial, organizational,policy, or environmental characteristics. While many of thesefactors are outside the control of local managers, other factorsmay be open to influence by local discretion and may have independenteffects on performance. One issue facing local managers is howto divide job tasks among frontline staff, but little evidenceis available regarding whether job design is related to performance.In this article, I examine the relationships between differentcasework task configurations and welfare-to-work office performance.Controlling for a number of client and office characteristics,I find that clients' average earnings are higher over a two-yearperiod in offices that primarily use unified case managementand in offices with a specialist who develops job opportunities.I find no effects on earnings in offices that use other kindsof specialists and no effects of unified case management orspecialists on welfare benefit receipt in the two-year period.Overall, the findings suggest that local managerial decisionsregarding job design help explain the variation in performanceacross offices and suggest a possible lever through which performancecan be improved.     

Exit Discrimination in the NBA: A Duration Analysis of Career Length

Using a panel study of annual NBA data (1989–99) we do not find evidence of exit discrimination on career length in the NBA. This result is inconsistent with results from data in the 1980s but is consistent with more recent findings that have measured wage discrimination in sports in the 1990s. In our semiparametric duration analysis, we find that performance variables are important in determining career length. These results suggest that team owners in the pursuit of championships keep talented players regardless of race. This is an affirmation of Becker's theoretical implications of market competition on discrimination. (JEL J71 , J23 )     

The Effects of Managerial Succession on Organizational Performance

Boyne and Dahya (2002) posit that the means, motives, and opportunitiesavailable to top managers will affect their ability to impactorganizational performance. In this analysis, I test the theoryposited by Boyne and Dahya and expand the model by exploringwhether the performance effects of executive succession differbetween an internal promotion and an external hire. Using Texasschool superintendents as the managers in question, I use pooled,time-series data to test both the immediate and the long-termeffects of managerial succession on performance. The findingsreveal that an immediate, negative effect of executive successionis present only in the case of an externally hired replacementand that the long-term effect of managerial change on organizationalperformance is positive. These findings suggest that publicmanagerial succession does influence organizational performance.     

The hazards of strategic planning for global markets

Global strategic marketing planning has emerged as a key process in managing today's worldwide marketplace. This survey of 90 large American global corporations reveals that most are bottom-up planners. US firms appear to have distinct cost and numbers orientations. Industry and competitive analyses are used in many companies, although managers appear to lack suitable frameworks for SWOT analyses. Economic climate changes tend to be most disruptive to global planning efforts. When faced with non-achievement of goals, most firms reformulate both objectives and strategies.     

INFLUENCE OF THERAPIST SKILLS ON CLIENT PERCEPTIONS OF MARRIAGE AND FAMILY THERAPY OUTCOME: IMPLICATIONS FOR SUPERVISION

Clients seen in two marriage and family therapy training clinics were surveyed regarding treatment outcome. They rated their therapist's skill level on several therapist variables including "experience,""confident,""concerned," how well the treatment used seemed to "fit" their view of the problem and if the therapist seemed to "know how to deal" with their concerns. The variable of "fit" of treatment accounted for 35% of the variance in the client's perception of treatment outcome. "Concerned,""fit," and "knew how to deal" accounted for 36% of the variance in overall rating of the therapist. Suggestions for using these results in supervision of beginning therapists are given.     

On estimating the covariance matrix of robust regression M-estimates

By analyzing a special class of regression problems we point out that previously suggested estimates of the covariance matrix of regression M-cstimatos are inadequate for certain design matrices. These results confirm the conclusions drawn in several Monte Cailo studies.     

Little Magazines and Translations

Abstract

Serials and the serials information chain have changed rapidly since the development of the electronic journal. Many recent developments are briefly described, including electronic resource management systems (ERMS) and functional requirements for bibliographic records (FRBR). The constantly changing nature of serials is compared to a psychological midlife crisis.