Parent–Child Proximity: Automatic Cognitions Matter

Individuals’ moving behavior (e.g., residential mobility) is an emerging topic in many scientific disciplines. One specific aspect is the distance between parents and their children (i.e., parent–child proximity). Although determinants and moderators of parent–child proximity can be manifold, we concentrated on the psychological concepts self-esteem and affect by assessing explicit (i.e., conscious) and implicit (i.e., automatic) aspects. Besides well-known correlates of moving behavior (e.g., education), we found that participants (N = 1,765; cross-sectional design) with high positive explicit affect and low negative implicit affect moved further away from their parents’ homes. Therefore, parent–child proximity may not be only based on fundamental sociocultural and socioeconomic needs (e.g., income, family bonds), but also on automatic psychological aspects, such as implicit affect.     

Experiments on bilateral bargaining in markets

We present experimental data on a simple market game. Several solution concepts from cooperative game theory are applied to predict the observed payoff distributions. Notably, a recently introduced solution concept meant to capture the influence of outside options on the payoff distribution within groups fares better than most other solution concepts under consideration. Our results shed some light on the effects of scarcity relations on markets on bargaining outcomes within negotiating dyads.     

Fleet Replacement,Technology Choice,and the Option to Breach a Leasing Contract

We analyze the option to breach a leasing contract when replacing a fleet of ICVs (internal combustion engine vehicles) and EVs (electric vehicles) subject to cost uncertainty. We derive the optimal policy for technology choice and breaching ICV contracts. The decision to breach is shown to offer both cost savings resulting from reduced ICV operating costs and preemptive acquisition, but incurs additional costs arising from the need to compensate for breached vehicles and in the form of opportunity costs. We also demonstrate that the effects of breaching a leasing contract have a ripple effect across the decision horizon, thus amplifying the impact of a single breach. A numerical study based on data from La Poste, the French postal service, shows that breaching a leasing contract in this context offers measurable cost benefits.     

Trajectories of Employment Gaps of Refugees and Other Migrants: Evidence from Austria

This paper analyzes the labor market integration of non-European refugees originating from middle- and low-income countries for the period of 2009–2018 in Austria. We assess their probability of being employed relative to Austrian natives and compare it with that of other non-European migrants and European refugees and other immigrants from low- and middle-income non-EU countries. We draw on a register-based panel dataset covering the complete labor market careers of all individuals residing in Austria. We control for macrolevel explanatory variables (e.g., the labor market situation at the time and the place of settlement) and individual characteristics. The analysis shows that initial refugee employment gaps relative to natives are large in the first years, when labor market access is difficult. After a period of 7 years, the unconditional gap between refugees and natives declines to 30 percentage points, similar to that of other migrants, but the gap is still decreasing. After controlling for a set of explanatory variables, the conditional gap amounts to only 10 percentage points at that time. Moreover, our analysis provides insights into differences in employment gaps across population subgroups of immigrant groups and natives by gender, age, education level, and types of employment.

     

Attitudes of nurses towards 8-h and 12-h shift systems

Abstract

Twelve-hour shift schedules are becoming increasingly popular. The present study was designed to investigate the attitudes of nurses, their priorities with respect to working time and other aspects of the working conditions, and to analyse the conditions leading to a diminished satisfaction with the shift schedule and to aspirations for a change of schedule. Questionnaires were returned by 880 nurses (78% return rate) from 12 hospitals. A total of 65% worked 12-h shifts and 35% worked 8-h shifts. A considerable proportion of both groups showed a low satisfaction with their schedule and a desire to change the schedule (44% of those working 12-h shifts, 47% of those working 8-h shifts). Concerning effects of the shift schedule on work strain, continuity of service, health, family and leisure time, 8-h shifts were rated more favourably, especially by those working these shifts, but also by nurses working 12-h systems, with the exception of effects on leisure time and to some extent also on continuity of service and on family. Effects of the shift schedule on social responsibilities and leisure time activities turned out to be a major moderating variable in both groups with respect to schedule satisfaction and attitudes towards a change of schedule. Apparently neither type of shift system, traditional 12-h shift rosters or rotating 8-h shifts, is very appealing to the nurses. A stronger relationship between social consequences and health state in nurses working 12-h shifts indicates that in this group negative effects on family and leisure time might be due to an increased need for recuperation, which reduces effective leisure time.     

Coaching für die Chefärztin der Chirurgischen Abteilung eines Kreiskrankenhauses

Coaching the head physician of a surgical department The author presents an individual coaching of a female head physician, who is leading the surgical department of a hospital for half a year. The motive were conflicts in the relationship to the colleagues, mainly an interactional conflict with the assistant medical director, caused by dysfunctional patterns of understanding and behaviour. Together with the coach objectives were developed to find a more planning, structuring and communicative leading style. Further more, interventions were prepared and the interactions with the assistant analyzed. Finally, as a first conflict intervention a team discussion is prepared and successfully supported.     

Was müssen Führungskräfte können?

Ethics Education complements business administration only if it teaches strategic competencies that help managers to become better leaders. To this end, this article sketches an ordonomic approach to an economic ethics for competitive markets, to a business ethics for firms (corporate citizens), and to a process ethics for new governance. The core idea of this ordonomic approach is the win-win concept of mutually beneficial value creation. Thus, ordonomics is compatible with the market economy and at the same time supplements the management education in business schools: This approach systematically identifies strategic competencies that enable managers to display the kind of entrepreneurial leadership that is necessary for firms to fulfill their social function of value creation—by making use of moral commitments as a factor of production.     

The impact of investor sentiment on the German stock market

This paper develops a broad-based sentiment indicator for Germany and investigates whether investor sentiment can explain stock returns on the German stock market. Based on a principal component analysis, we construct a sentiment indicator that condenses information of several well-known sentiment proxies. We show that this indicator explains the return spread between sentiment sensitive stocks and stocks that are not sensitive to sentiment fluctuations. Specifically, stocks that are difficult to arbitrage and hard to value are sensitive to the indicator. However, we do not find much predictive power of sentiment for future stock returns.     

Efficiency of internal control: evidence from Swiss non-financial companies

Internal control enables companies to ensure a reliable reporting, to comply with relevant laws and standards and to ensure the efficiency and effectiveness of business processes. However, until now few empirical contributions conceptualizing and empirically investigating the efficiency of internal control have been published. This study addresses this research deficit and develops a theory-based and empirically validated efficiency construct of internal control. From a practical and scientific point of view, there is an interest to identify relevant factors that determine efficient internal control. Overall, four factors have been derived and conceptualized based on theoretical foundations and empirical evidence. By means of an extensive empirical survey of Swiss companies and subsequent structural equation modelling, numerous significant correlations between determinants of internal control efficiency and the efficiency construct have been identified. The empirical results fully confirmed the hypotheses of correlation. Thus, the findings contribute to the body of practical knowledge by deriving specific efficiency criteria and recommendations on the design of internal control to the management. In essence, design parameters from the company’s internal environment and a reduced complexity of internal control structures mainly contribute to efficiency. The efficiency of internal control itself is heavily determined by criteria of target achievement, input–output ratio, coordination efficiency as well as its potential for organizational flexibility.