The rejuvenation of community studies? Neighbours,networks and policy

Why have community studies in Britain undergone such a decline? Several reasons are suggested for the decrease in popularity of this type of research since the mid-1960s, but several signs of possible resurgence are detected. Sociologists may also have something to learn from applied work in this area. The definition of the field is shifting from the geographical community to the study of primary group relations among neighbours, friends and kin. An effective methodological strategy which avoids hypostatising geographical space is social network analysis. Current theoretical issues are exemplified from Philip Abrams's work. There is revival too in the study of local-level political action.     

Reports of Conferences,Institutes, and Seminars

In the span of four weeks, from late March to early April 2008, three important technical services conferences were held: the Electronic Resources & Libraries Conference, the New England Technical Services Librarians Conference, and the North Carolina Serials Conference.     

Editorial

Helmut Anheier is Assistant Professor of Sociology at Rutgers University, New Brunswick, New Jersey; Research Associate, Institute for Policy Studies, Johns Hopkins University, Baltimore, Maryland, USA.     

Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction*

The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self‐esteem. In the organizational world, social identity and self‐categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.     

SHORT REVIEWS

Books reviewed in this article: Chris Beyrer, War in the Blood: Sex, Politics and AIDS in Southeast Asia Caroline H. Bledsoe et al. (eds.), Critical Perspectives on Schooling and Fertility in the Developing World Donald J. Hernandez and Evan Charney (eds)., From Generation to Generation: The Health and Well-Being of Children in Immigrant Families Nana Poku and David T. Graham (eds.), Redefining Security: Population Movements and National Security Jyoti Shankar Singh, Creating a New Consensus on Population Jael Silliman and Ynestra King (eds.), Dangerous Intersections: Feminist Perspectives on Population, Environment, and Development; A Project of the Committee on Women, Population, and the Environment Michael S. Teitelbaum and Jay Winter, A Question of Numbers: High Migration, Low Fertility, and the Politics of National Identity United Nations Department of Economic and Social Affairs, Population Division, World Population Monitoring 1997 Anthony Young, Land Resources: Now and for the Future     

Firm size and board diversity

This study seeks to understand the relation between firm size and supervisory board composition. Specifically, we ask if and how firm size influences occupational and international background diversity in supervisory boards. Relying on resource dependence theory and theories of organizational behavior, we hypothesize that board diversity with respect to directors’ occupational background will increase with firm size, while the relation between firm size and board diversity with respect to directors’ international background will be concave. Using archival data for supervisory board members of 151 German firms listed in the German stock exchange indices DAX, MDAX, SDAX and TecDAX for the business year 2005, we find empirical support for our hypotheses: Both, occupational and international background diversity increase with increasing firm size, but international background diversity does so at decreasing rates.