EBRI 2008 recent retirees survey: report of findings

Understanding how to achieve longer work lives: The 2008 Recent Retirees Survey was undertaken to better understand the tools and practices that might encourage workers to postpone their retirement and remain longer with their company. Why do people retire when they do? Respondents typically retired from employers for one of four reasons: retirement becomes affordable, lack of job satisfaction, a desire for more personal or family time, and/or their own health status. Narrow window for asking people to work longer: One of the major findings from the survey is that employers have a narrow window of up to two years in which they may be able to intervene to change retiring workers' decisions by offering them incentives to remain with the company. Employers may just need to ask: Many retirees report they would have been open to an approach from their employer asking them to stay longer with the company. Sixty-one percent say they would have viewed the experience positively. Just 10 percent indicate they would have reacted negatively to an approach asking them to delay their retirement. Work incentives vary in appeal: The survey tested a total of 19 possible incentives that might encourage retiring workers to postpone retirement. Four of these appear especially likely to be successful: Half of retirees (48 percent) indicate that feeling truly needed for an assignment would have been extremely or very effective in encouraging them to delay their retirement. Moreover, of those ranking this as one of the top two most effective incentives, 72 percent say it might have prompted them to stay at least two more years with the company. Half of retirees with a defined benefit pension state receiving a full pension while working part time would have been effective in delaying their retirement (50 percent), and almost as many feel this way about receiving a partial pension while working part time (44 percent). Seven in 10 of those rating each among the top two most effective incentives report they would likely have stayed at least two more years if it had been offered to them (72 percent for full pension, 71 percent for partial pension). However, this would necessitate a change in federal law and several other compensation-related incentives may be almost as compelling. Thirty-eight percent report that being able to work seasonally or on a contract basis would have been effective in encouraging them to delay retirement. Among those rating this as one of the top two incentives, more than three-quarters (77 percent) say it might have prompted them to stay two years or more with the company.     

Short‐term versus Long‐term Impact of Managers: Evidence from the Football Industry

Studies into the impact of top manager change on organization performance have revealed inconsistent findings. Using longitudinal data over a 12‐year period on football organizations, we test for the short‐term and long‐term effects of manager change in comparison to the tenures of incumbent top managers. We find that long incumbent tenures are associated with performance far above the average. But when looking at change events, contrary to theoretical expectations, we find that change in the short term leads to a brief reprieve in poor performance only for performance to deteriorate in the long term as underlying weaknesses once again take hold. Our findings reveal the illusion of a short‐term reprieve and the long‐term consequences of this illusion. We map several implications for research and practice from our work.     

Institutional and Resource‐based Explanations for Subsidiary Performance

Addressing calls to integrate insights from institutional theory and the resource‐based view, we bring together dual theoretical explanations from institutional theory and the resource‐based view to examine the effectiveness of transfer of practice and human capital development as two routes to subsidiary performance. Our study of Hong Kong firms with subsidiaries in Mainland China shows that both routes positively affect subsidiary performance. However, our data show that our sampled firms struggled to successfully transfer practices from their parents. We attribute an explanation for this to the characteristics of practices as organizational capabilities in which transfer is made harder by the difficulty in replicating such capabilities. Consequently, developing subsidiary human capital is an important ally to practice transfer as a means to achieve superior subsidiary performance. Our results raise interesting questions about practice transfer and the resource‐based view relevant to future scholarly research.     

Urban parakeets in Northern Illinois: A 40-year perspective

Monk parakeets (Myiopsitta monachus) are the most abundant and widely distributed of the naturalized parrots in the United States. We summarize monk parakeet population data from 1970 to 2010 for northern Illinois, one of the best-known populations. Throughout the 1970s, parakeets were seen in small numbers at scattered locations, but none of the nesting sites persisted and the birds either died or moved elsewhere. The species became established in the Hyde Park neighborhood of Chicago in 1979 and this population grew exponentially and expanded over the next 25?years, doubling in size every 2 to 3?years. In the mid to late 1990s parakeets became established in many other localities in the Chicago region. The population in Hyde Park began to rapidly decline in 2005, a trend also exhibited in national counts. The reasons for this decline are unknown but we suggest that the decline is more apparent than real and that the decline in Hyde Park is the result of shifts in population structure from a few dense aggregations to progressively more spatially separated smaller groups. As evidence for this, the population of parakeets in the greater Chicago region does not appear to have declined but is still growing in size and distribution. Monk parakeets are a novel addition to many urban ecosystems, with a neutral impact to most other bird species but an increasingly complex interaction with human residents in urban areas.     

Cultural and Contextual Influences on Parenting in Mexican American Families

Family stress theory can explain associations between contextual stressors and parenting. The theory, however, has not been tested among Mexican Americans or expanded to include cultural‐contextual risks. This study examined associations between neighborhood, economic, and acculturative stressors and parenting behaviors in a sample of 570 two‐parent Mexican American families. Results support the negative impact of economic stress on parenting through parental depressive symptoms. Neighborhood stress influenced fathers’ depressive symptoms and parenting, but not mothers’. The effects of acculturative stress were inconsistent. Results suggest that contextual stressors common to Mexican American families impact parenting behaviors through parental depression.     

Race,Wealth and the Masking of Opposition to Immigrants in the Netherlands

This work uses a list experiment to directly test for differences in attitudes towards poor, racially different and racially similar immigrants to the Netherlands in terms of (1) overt support and (2) covert support and (3) the difference between the two (i.e., social desirability bias). Results show that the expression of opposition to immigrants is significantly masked, suggesting that anonymous acts (e.g., voting) could capture greater opposition. Racially similar immigrants are subject to greater opposition relative to racially different or poorer immigrants, but only when anonymity is offered to respondents. The implication is that overt estimates (i.e., openly expressed) are misleading as levels of support appear consistent across immigrant groups. Going forward, we suggest the utility of the list experiment to better account for observable downward bias in estimates at least on the aggregate level or in contexts with clear normative pressure to appear tolerant.     

Social Support and Parental Nurturance among Asian Indian Families in the US: Mediating Role of Parenting Self-Efficacy

Asian Indians in the United States are one of the fastest growing ethnic groups, yet empirical research on this population remains extremely scarce. This might be partly due to the “model minority” assumption that implies research on this population is not needed. This study is one of the first studies to examine the effects of social support on parental nurturance of children in a sample of Asian Indian parents and investigate the mediating role of parenting self-efficacy in this relationship pathway. We used newly available data from the Survey of Asian American Families and conducted analyses in the Asian Indian sub-sample (N?=?211). The regression models controlled for a rich array of parent and child characteristics and family socioeconomic status. We found that parental nurturance was positively associated with family support but not with support from partner or friends. Parenting self-efficacy played a significant mediating role in the relationship between family support and parental nurturance. These findings have important implications for social work practice and policy interventions that address the needs of the growing ethnic minority population of Asian Indians in the US.     

The multi-level effects of corporate entrepreneurial orientation on business unit radical innovation and financial performance

Corporate enterprises must support its business units to adapt to changes that are increasingly dramatic and complex. In response, corporate entities must organize to embed a corporate entrepreneurial orientation (EO) that pervades the actions of its business units to create the radical innovations needed to thrive in these circumstances. By developing a global willingness–local ability framework, we test a multi-level model of corporate EO by conceptualizing its effects on business unit radical innovation and business unit financial performance, moderated by business unit R&D resourcing and business unit absorptive capacity. With data from 2820 business units of 1290 Taiwanese corporations from two separate surveys, we find support for our theoretical expectations and contribute much-needed knowledge of the multi-level effects of EO and the conditions to turn EO into actual innovation activity and profit from it.     

No landward movement: examining 80 years of population migration and shoreline change in Louisiana

Population and Environment - Louisiana lost nearly 5,000 km2 of its coastal land area due to relative sea level rise (including local, regional, and global factors driving relative sea level...     

中国能引领世界走向生态文明吗?

在中国,“道”被理解为自然的方式,即当自然系统不受外力干扰时所展现的运行方式.但“文明”是否也能立足于道?道是否能够昭示文明的演化之路呢?是否会有一种文明能在其基本的设计和程序原则方面有意识地遵循道,从而使其成为一种生态敏感的、可持续的文明?我将在本文中论证,作为当代设计理论的“仿生”理念能够成为推动21世纪道家思想发展的重要工具.道家思想,特别是“无为”的理念为阐释仿生理念提供了强大的哲学背景,注入了深刻的哲学底蕴,同时也使得道家思想能够在当下关于可持续和生态文明的主要原则的论争中发挥核心的作用.同时,全球性环境危机引发的仿生设计潮流也为道家的思想者们提供了一种范式转换的新背景,使他们有机会在重审道家传统的基础上,更加积极地、深入地将道家思想融入到当代的发展中.