Market Forces for the Unemployed? Training Vouchers in Germany and the USA

Vouchers are meant to increase competition and consumer choice in public service markets. Using the example of training vouchers for the unemployed in the USA and Germany, we show, however, that deficits, both on the demand and the supply side of the market, create problems with preference alignment and market formation. Information asymmetries undermine choice by the unemployed and reduce government control over the training system. Ironically, restrictions meant to compensate for these information deficits further inhibit competitive market formation. Evaluation data on training vouchers from both countries show that voucher systems do not increase choice, but weaken the partnerships public employment agencies previously had with training providers, and may lead to a shortage of high‐quality and specialized training, as well as creaming in the selection of training participants. Theoretical justification for vouchers is based on the notion of choice and consumer sovereignty. Using this framework to analyse the changed relationship between government, private training providers, and jobseekers, we challenge the efficacy of vouchers as a delivery mechanism in complex public service markets such as job training.     

Building dynamic capabilities for digital transformation: An ongoing process of strategic renewal

In this qualitative study, we explore how incumbent firms in traditional industries build dynamic capabilities for digital transformation. Digital transformation has been defined as the use of new digital technologies, such as mobile, artificial intelligence, cloud, blockchain, and the Internet of things (IoT) technologies, to enable major business improvements to augment customer experience, streamline operations, or create new business models. In making sense of digital transformation, we discovered that leaders in various industry circles use the term inconsistently to describe various strategizing and organizing activities; in addition, the term has gained limited scholarly attention as a context for study of strategic change. Drawing on senior executives' experiences with leading digitalization projects at incumbent firms, we propose a process model comprising of nine microfoundations to reveal the generic contingency factors that trigger, enable, and hinder the building of dynamic capabilities for digital transformation. Our findings reveal that digital transformation is an ongoing process of using new digital technologies in everyday organizational life, which recognizes agility as the core mechanism for the strategic renewal of an organization's (1) business model, (2) collaborative approach, and eventually the (3) culture.     

The Retirement Life Course in America at the Dawn of the Twenty-First Century

As the baby boom cohorts expand the number of U.S. retirees, population estimates of the employment, withdrawal and reentry behaviors of older Americans’ remain scarce. How long do people work? How frequently is retirement reversed? How many years are people retired? What is the modal age of retirement? And, how do the patterns for women compare to those for men? Using the 1992–2004 Health and Retirement Study, we estimate multistate working life tables to update information on the age-graded regularities of the retirement life course of men and women in the United States. We find that at age 50 men can expect to spend half of their remaining lives working for pay, while women can expect to spend just one-third. Half of all men and women have left the labor force by ages 63 and 61, respectively. Although the majority of retirement exits are final, variation in the nature and duration of the retirement process is substantial, as about a third of men’s and women’s exits are reversed. By quantifying these patterns for men and women, we provide a sound empirical basis for evaluating policy designed to address the financial pressures population aging places on public and private pension systems.     

Communicatively Managing Religious Identity Difference in Parent-Child Relationships: The Role of Accommodative and Nonaccommodative Communication

Guided by Communication Accommodation Theory, we examine the communicative management of religious difference in parent-child relationships. Using survey data from emerging adults (N = 409), we found that religious difference is associated with decreases in relational satisfaction and shared family identity. Further, parents’ religious communication has the potential to promote relational well-being. Accommodative communication (religious-specific supportive communication and respecting divergent values) was associated with increases in relational satisfaction and shared family identity. Two forms of nonaccommodative communication (inappropriate self-disclosure and emphasizing divergent values) were associated with decreases with relational satisfaction and shared family identity; giving unwanted advice was associated with decreases in relational satisfaction but not shared family identity. Giving unwanted advice moderated the relationship between religious difference and relational satisfaction. Differences were also discovered between families with inter- and intrafaith parental dyads. Findings suggest theoretical and methodological contributions to family communication, religious, and intergroup research.     

Who Participates and Who Benefits From Employer‐Provided Child‐Care Assistance?

Support from employers to help parents balance work and family responsibilities has become an increasingly important issue, particularly in the United States, where public support for families is scarce. Little is known about the effectiveness of employer‐provided child‐care support. Who participates in these programs, and what are their benefits? This study is among the first to address these questions using a dataset that combines administrative with survey data from employees at a large organization. Findings indicate that employer financial support for child care can be structured so that employees with the greatest need benefit and employee participation is not associated with stigma. Results suggest the employer benefits from increased employee commitment and reduced employee stress, but employees do not report increased parent or child satisfaction with care. Although employer financial support alone cannot compensate for structural problems with regard to child care, it may reduce stress and increase employee commitment in the workplace.     

Contributing Factors of Adult Adoptees’ Identity Work and Self-Esteem: Family Communication Patterns and Adoption-Specific Communication

Drawing from family communication patterns (FCP) theory and the communication-based conceptual model of adoptive identity work (Colaner & Soliz, 2015), we investigated the ways that families’ adoption-focused communication and general communication environment predict identity work and self-esteem in adult adoptees (n = 143). Specifically, we tested the assumption that FCP (i.e., conversation and conformity orientation) serve as a backdrop for adoption communication openness and adoptive identity work. Structural equation modeling revealed that conversation orientation—but not conformity orientation—significantly predicted adoptive parents’ communicated openness about adoption. Adoption communication openness negatively predicted adoptees’ preoccupation with adoption. Indirect paths between conversation orientation, adoption communication openness, and adoptive identity and self-esteem illuminated the importance of the general communication environment on adoption outcomes. Implications are explored for expanding understanding of adoptive family communication and advancing FCP theory by testing its nature as a context-specific and/or global assessment of family communication.     

Sense of Community and the Perception of the Socio-Physical Environment: A Comparison Between Urban Centers of Different Sizes Across Europe

Measures of subjective well-being, and especially life evaluations, or judgments about how happy people are with their lives as a whole, enrich and empower social indicators research. They do this by requiring other social indicators as explanatory variables and providing a coherent encompassing framework within which the relative importance of other social indicators can be established.     

“It’s Give and Take”: Australian Families’ Experiences of Negotiating Financial and Domestic Contributions When Young Adults Return Home

Young adults are increasingly reliant on parental support, with co-residence as a result of a return home increasingly common. Despite this, little is known about how family members negotiate financial and domestic contributions post-return. This qualitative study used a phenomenological methodology to explore the experiences of Australian parents and young adults who returned to co-residence in terms of the younger family members’ contributions to their household. Findings revealed that the young adults acknowledged the need to contribute but often varied in how much assistance they offered. For the most part, the extent of this contribution reflected their parents’ actions; the tendency not to ask for assistance and undertake tasks themselves meant offspring were not given incentives to contribute. While this at times resulted in unmet expectations and frustration among parents, they continued to act in ways that favourably accommodated their offspring. These findings highlight the importance of understanding the negotiation between parents and young adults in regards to household contributions, and the need for further qualitative investigation in this area.