Die Heider-Simmel-Studie (1944) in neueren Replikationen

More than sixty years ago Fritz Heider and Marianne Simmel conducted an experimental study, which can be seen as the starting point of attribution theory research. Moving symbols were shown during a short animated cartoon which Ss unanimously described as living objects (mostly people). This quite often quoted study has been replicated several times in Germany in the last few years. These replications show that (1) stories produced by Ss are formed by personal motivations of Ss, and that (2) content of stories can in part be attributed to the research settings and finally (3) it is shown in recent replications that Ss are surprisingly far less inclined to describe the symbols in terms of acting persons or animals than in the original study. Possible reasons for these results are discussed.     

Partnerwahl und Wertewandel —

The rapid change, which happened in the last decades in developed industrialized societies, is described by Ronald Inglehart (1977, 1989 and 1998) as an evolution from a materialistic a postmaterialistic dimension. Values with materialistic preferences related to periods of existential insecurity change to such with post-materialistic preferences related to periods of existential security in which living seems to be natural and in which post-materialistic values gain more importance. This study investigates whether a similar shift of values can be observed, from a materialistic to a post-materialistic dimension of values, in the area of personal partnerships, specifically concerning the partner selection. To test this assumption a new measuring tool based upon the Inglehart-Index has been developed which allowed recording the data of 525 persons for a cross sectional analysis. The results principally confirm the hypothesis that the preferences in the partner selection have changed from materialistic to post-materialistic values. The results clearly demonstrate as well that the level of education has a significant influence on partner selection preferences.     

Interkulturalität in der Personal-, Team- und Organisationsentwicklung

Intercultural aspects are becoming more and more important for personnel development, team building and organizational development due to internationalization and globalization. This contribution describes fundamental principles with regard to the relevance of intercultural aspects in these three intervention fields and summarizes scientific research on this topic. Following a clarification of basic concepts, intercultural training and intercultural assessment centers — as specific personnel development activities — are treated, results of evaluation research are presented and recommendations for the application of these instruments are given. Team development is discussed with special regard to processes and effectiveness of multinational work groups. Intercultural influences on participation and intergroup relations are described as two main aspects of organizational development.     

Reputation und Kooperation

The institutionalized system of rating sellers in internet-auctions is a powerful tool to promote cooperation. This system encourages rational actors to “invest in reputation” and, consequently, to behave cooperatively. We analyze the strategic behaviour of sellers and buyers and, particularly, we investigate with empirical data whether there is a “premium on reputation”. Ulrich Brinkmann and Matthias Meifert critically comment on our article. In this rejoinder we discuss their objections and particularly the measurement of reputation. Also, we explore the question of the relevance of an institutionalized system of reputation. Is an exogeneous sanctioning mechanism a necessary prerequisite to generate a stable amount of cooperation as Brinkmann and Meifert argue or does the institution of a reputation system suffice? To answer this question further experimental or simulation studies are required.     

Figuren der reflektierten Improvisation in der sozialpädagogischen Jugendberatung

The author analyses the meaning of not planed and impossible to plan events in the field of social pedagogical counselling of young people. As a first step he describes how far the social pedagogical counselling always includes elements of improvisation. An analysis of the question how norma improvisation could be qualified as reflective improvisation follows. Finally the authors shows which forms of acting emerge using the reflected improvisation in the social pedagogical counselling.     

Die Evaluation von betrieblichen Weiterbildungsma?nahmen

Although there is a sharp increase of job training measures in firms we have scarce knowledge if and how the management check the quality of those programs by assigning evaluation instruments. This is especially crucial for training measures which are provided by firm-external trainers. In this paper we focus on the assignment of evaluation procedures which can be analyzed as a result of rational decision making as well as a process driven by institutional determinants. Based on the Swiss Organization Survey on Job Training we test some hypotheses derived from both theoretical frameworks. The results show that the assignment of evaluation instruments varies in respect to the type of job training or the characteristics of the department??s managers. We conclude that the decisions on evaluation measures are driven by cost-benefit analysis as well as imitation of other firms.     

新西兰与南极

新西兰的地理位置和地缘政治因素决定了新西兰在南极地区具有重要的战略利益,这些利益源于新西兰的历史和早期获得的政治权利。本文概述了新西兰参与南极事务和在南极地区承担义务的原因;展示了维护新西兰南极存在和在谈判中负责阐述本国见解的新西兰各种机构;探讨了新西兰在南极大陆的核心利益,这些利益推动了新西兰南极政策的形成。     

Pension reforms and gender: The case of Sweden

This article analyzes the effects of pension reform for men and women by comparing the outcomes in the system after reform to the outcomes under the prior system. The authors also study the incentive effects on labor supply. The size of the labor force, however, is also influenced by the rules for retirement, social insurance programs (e.g., sickness insurance and unemployment insurance), collective bargaining agreements, and seniority rules. Using a simulation model, the authors compare women's pension benefits and contributions to those of men in the new Swedish system and in the old. The analysis includes simulating the wage and employment histories of representative men and women and the pension benefits these are likely to generate under the old and new rules. After showing the results of this model, the authors describe and discuss the supplementary pension systems, that is, the negotiated collective agreement schemes and different pathways to retirement. Based on empirical evidence from Swedish and Latin America simulated data, the final section of the article discusses gender impact of pension rules and how to design pension, systems to ensure adequate pension benefits for both women and men.