Explaining Cross-Country Differences in Attitudes Towards Immigration in the EU-15

In this paper, we use data from the first two rounds of the European Social Survey to analyze the extent to which differences in average attitudes towards immigration across the EU-15 countries may be explained by differences in socioeconomic characteristics and individually perceived consequences of immigration, using an extension of a decomposition technique developed by Fairlie (2005). We find that despite the significant effects of socioeconomic characteristics on attitudes, differences in the distributions of these characteristics can only explain a modest share of the cross-country variation in average attitudes. A larger part can be explained by differences in perceived consequences of immigration, but the main part is still left unexplained. Apart from providing useful input for policy makers working in the area of immigration policy, this raises a number of questions for further research for which the ESS data can be successfully applied.

In search of the glass ceiling: gender and recruitment to management in Norway's state bureaucracy1

There are still fewer female than male managers in Norway's state bureaucracy. This article asks if there are organizational barriers which prevent women from entering these positions. Is there really a glass ceiling, or must one look outside the organizational environment to find an explanation? Is it rather the case that the scarcity of female managers is caused by women's own preferences or their life situations outside work? Or do both contribute to the situation? The study shows that female managers are treated just as well as male managers in central parts of the state bureaucracy. Employers give equal shares of respect and attention to both genders. Female managers are encouraged to apply for the same number of jobs as men and are offered an equal number of jobs as men when they apply; in fact, women are offered more jobs than men, when one controls for the number of job applications. This indicates that organizational barriers are not the problem. The study also shows that there are no differences in work orientation between male and female managers. Female managers are just as ambitious as male managers. Nor do female managers find it more difficult than male managers to combine work and family life. So, how can one explain the low number of female managers? The study shows that one reason can be that female managers apply for management jobs less often than their male colleagues. The cause of this seems to be anticipated discrimination rather than lack of ambition or self‐confidence. However, this slows down women's movement into higher management positions in the state bureaucracy.     

Subsidizing “Stayers”? Effects of a Norwegian Child Care Reform on Marital Stability

Since January 1999, all parents in Norway with children aged 1 to 3 years who do not attend publicly subsidized day care are eligible for “cash‐for‐care” (CFC). One important purpose of the reform is to enable parents to spend more time with their children. We analyze whether the CFC reform has affected marital stability, using individual register data covering information on 130,265 observations of married couples. The results from both a natural experiment approach and from a matching procedure indicate that the CFC reform has reduced the likelihood of marital dissolution in the short run.     

Toward a Demography of Immigrant Communities and Their Transnational Potential

This article lays out a foundation for a demographic perspective on the development of immigrant communities. Such a perspective can strengthen the connections between in‐depth ethnographic analysis and macro‐level trends. New applications of the so‐called Lexis diagram are introduced in order to relate the current composition of immigrant communities to past immigration policy and migration patterns. The article also explores relationships between the demographic structure of immigrant populations and their transnational orientation. The analyses are demonstrated empirically through a case study of migration from Cape Verde to the Netherlands.     

The contemporary reconstruction of finnish social work expertise

Reflexivity has been one of the central themes in Finnish social work discussions in the 1990s. It can be seen as an effort to respond to the demands of post-modern society. This article concentrates on analysing fundamental changes in Finnish social work from the viewpoint of current trends in practical social work, academic training, and research practices. This process can be described as a breakthrough of reflexive professional practices compared to the previous phase of academization, which is also discussed. The present stage of development of Finnish social work provides an interesting example of, and a point of comparison for, the contemporary European discussion about various social work profiles. The demand for reflexive professional competence also increases professional responsibility and autonomy. Consequently it gives rise to new forms of state support for and control over the professions. In Finnish social work this means strengthening social work education and modifications in the respective legislation. Finnish social work education has been highly academic, providing an MA degree in social work since 1981. Within the present renewal process, social work is becoming a major subject area with its own chairs. All this opens new opportunities for social work research and practice developments. Three significant examples of recent Finnish social work research are summarized and questions of reflexivity in social work are also addressed.     

Introduction

Social Indicators Research -     

Passion and gambling: on the validation of the Gambling Passion Scale (GPS)

Vallerand and his colleagues (Vallerand & Blanchard, 1999; Vallerand, Blanchard, Koestner, & Gagné, 2001) have recently proposed a new concept of passion. According to these authors, passion refers to a strong inclination toward an activity that we like, find important, and in which we invest time. Vallerand et al. have identified two types of passion: obsessive and harmonious. Obsessive passion refers to an internal pressure that forces an individual to engage in the activity. Harmonious passion, on the other hand, refers to an internal force that leads an individual to choose freely to engage in an activity. While obsessive passion has been shown in some circumstances to lead to negative psychological and physical consequences, harmonious passion generally leads to positive psychological and physical consequences. The purpose of the present research was to validate a measure of passion toward gambling: the Gambling Passion Scale (GPS). The GPS consists of two subscales (obsessive passion and harmonious passion) comprising five items each. Results from two studies involving a total of 340 participants revealed satisfactory internal consistency and temporal stability indices, as well as a two-factor structure supported by exploratory and confirmatory factor analyses. Finally, a series of partial correlational analyses between the two subscales and scales assessing behavioral measures related to gambling supported the construct validity of the GPS. The present results suggest that the GPS is a useful scale for research on gambling.     

Economic Darwinism

We define an evolutionary process of “economic Darwinism” for playing the field, symmetric games. The process captures two forces. One is “economic selection”: if current behavior leads to payoff differences, behavior yielding lowest payoff has strictly positive probability of being replaced by an arbitrary behavior. The other is “mutation”: any behavior has at any point in time a strictly positive, very small probability of shifting to an arbitrary behavior. We show that behavior observed frequently is in accordance with “evolutionary equilibrium”, a static equilibrium concept suggested in the literature. Using this result, we demonstrate that generally under positive (negative) externalities, economic Darwinism implies even more under- (over-)activity than does Nash equilibrium.     

Being All Things to All Customers: Building Reputation in an Institutionalized Field

This paper seeks to draw empirical attention to the relationship between legitimacy and reputation in institutionalized fields. Norwegian hospitals find themselves in a strongly institutionalized field and do not want to differentiate from each other, despite seeking a favorable reputation. In order to acquire insights into the conditions that prompt organizations to reject differentiation, we carried out qualitative interviews with the hospitals’ communication directors. Three sets of justifications for not differentiating emerged from an inductive analysis of these interviews. Differentiation is not adapted to the universalistic needs of the hospitals, not in accordance with solidarity norms, and not a pragmatic solution. The analysis suggests that the hospitals face a trade‐off between the contradictory demands of similarity and difference and hence legitimacy and reputation: They renounce the advantage of a unique reputation (i.e. competitive advantage) in order to retain the benefits of conformity (i.e. legitimacy). Implications of these findings for our understanding of the relative salience of legitimacy and reputation and the dynamics between them are discussed.