UNEMPLOYED BUT OPTIMISTIC: OPTIMAL INSURANCE DESIGN WITH BIASED BELIEFS

This paper analyzes how biased beliefs about employment prospects affect the optimal design of unemployment insurance. Empirically, I find that the unemployed greatly overestimate how quickly they will find work. As a consequence, they would search too little for work, save too little for unemployment and deplete their savings too rapidly when unemployed. I analyze the use of the “sufficient‐statistics” formula to characterize the optimal unemployment policy when beliefs are biased and revisit the desirability of providing liquidity to the unemployed. I also find that the optimal unemployment policy may involve increasing benefits during the unemployment spell.     

Working Under a Black Cloud: How to Sustain Organizational Identification after a Merger*

This article argues against the merger folklore that maintains that a merger negatively affects well‐being and work attitudes primarily through the threat of job insecurity. We hold that the workplace is not only a resource for fulfilling a person's financial needs, but that it is an important component of the self‐concept in terms of identification with the organization, as explained by social identity theory. We unravel the key concepts of the social identity approach relevant to the analysis of mergers and review evidence from previous studies. Then, we present a study conducted during a merger to substantiate our ideas about the effects of post‐merger organizational identification above and beyond the effects of perceived job insecurity. We recommend that managers should account for these psychological effects through the provision of continuity and specific types of communication.     

Befristete Beschäftigung: Chance oder Risiko?

The paper investigates whether increased labor market flexibility leads to a reinforcement of the existing segmentation of the labor market or whether it is dismantling the barriers in the labor market. Using spell data (employment and unemployment periods) from the German Socio-economic Panel (GSOEP, time period: 1984–1999) both determinants of fixed-term contracts and their consequences (renewed temporary employment, unemployment) are investigated with the help of random-effects logit-models. The results show that respondents’ characteristics (amount and type of human capital, formerly experienced periods of unemployment), structural variables (branch, firm size), and occupational characteristics (position, marginal employment) are influencing the risk of getting a temporary job. Furthermore it becomes evident that fixed-term contracts are increasing the risk of getting a temporary job again or of becoming unemployed after termination of the temporary job. These results show that fixed-term contracts above all are part of the secondary labor market, and that they especially have negative consequences for the employees in this segment. On the other hand fixed-term contracts can be seen as a chance in the way that they offer at least an alternative to unemployment. Hence, a too narrow evaluation of temporary employment would be too simplistic.     

Work,health and welfare: new challenges1

Gainful employment is a core prerequisite of individual autonomy and the well‐being of a majority of adult people, preventing them from economic dependence on welfare transfer. Yet, the quality of work and employment acts as an important determinant of work ability and health. This contribution offers an extended framework for analysing quality of work by introducing a theoretical approach towards assessing an adverse psychosocial work environment. Two models are briefly described, the demand‐control and effort‐reward imbalance models, and selected empirical evidence demonstrating their health‐adverse effects is summarised. Importantly, poor quality of work in addition reinforces employees’ intentions to leave their job as soon as possible. Results from a recent survey in ten European countries support this observation. In view of these findings and their relevance for occupational health and the prevention of early retirement, policy implications aimed at improving quality of work are discussed.     

A bivariate Sarmanov regression model for count data with generalised Poisson marginals

We present a bivariate regression model for count data that allows for positive as well as negative correlation of the response variables. The covariance structure is based on the Sarmanov distribution and consists of a product of generalised Poisson marginals and a factor that depends on particular functions of the response variables. The closed form of the probability function is derived by means of the moment-generating function. The model is applied to a large real dataset on health care demand. Its performance is compared with alternative models presented in the literature. We find that our model is significantly better than or at least equivalent to the benchmark models. It gives insights into influences on the variance of the response variables.     

The Japanese version of the Effort-Reward Imbalance Questionnaire: A study in dental technicians

To test the psychometric properties and criterion validity of the Japanese version of the EffortReward Imbalance (ERI) Questionnaire (Siegrist, 1996), a survey was conducted among 105 male dental technicians. The Japanese version of the questionnaire was developed through a backtranslation process. Internal consistency and factorial structure were tested and the criterion validity with respect to musculoskeletal symptoms was estimated with the help of a correlation matrix and logistic regression analysis. In psychometric terms, the factorial structure of the scales measuring the components of the theoretical concept was replicated satisfactorily, and internal consistencies of the scales measuring the extrinsic and intrinsic components of the model were appropriate. Significant associations between components of the ERI and musculoskeletal symptoms were found. Logistic regression analysis revealed a significantly elevated risk of musculoskeletal symptoms in participants scoring high on the scale measuring the model's intrinsic component, 'overcommitment'. This study indicates that, at least for the occupational group under study, the Japanese version of the ERI Questionnaire is a feasible and psychometrically well justified new measure for assessing psychosocial stress at work with relevance to health.     

Gruppen leiten und beraten

Coaching and leading of groups is on one hand a basal competence in higher education, on the other hand it makes high demands to academic developers, who as ??new professionals?? support the development of this competence. The following contribution is concerned with a continuous education for professional academic developers, which places with this objective coaching as consultation format and methodology for leading groups in the center. This program, conceptualized by the authors, is the first of its kind in Germany. It started at the center for higher education of the Technical University Dortmund in April 2011 and will be completed in June 2012.