Merit‐based Rewards,Job Satisfaction and Voluntary Turnover: Moderating Effects of Employee Demographic Characteristics

This paper draws on the reflection theory of compensation (Thierry, H. (1998). ‘Compensating work’. in P. J. D. Drenth, H. Thierry and C. J. de Wolff (eds), Handbook of Work and Organizational Psychology, 2nd edn, pp. 291–315, Psychology Press: Hove; Thierry, H. F. (2001). ‘Job evaluation systems and pay grade structures: do they match’, International Journal of Human Resource Management, 8, pp. 1313–1324) to examine the influence of individual merit‐based rewards on voluntary turnover via job satisfaction. It also tests the moderating effects of employees’ gender, age and education level between merit‐based rewards and job satisfaction. Data were collected from 636 employees in Japan at three points in time over a 12‐month period. The findings show that merit‐based rewards have a direct, positive effect on job satisfaction and an indirect effect on voluntary turnover. The effect of merit‐based rewards on job satisfaction was moderated by gender and education, providing evidence that merit‐based rewards are more important for male and highly educated employees. Practical and theoretical implications are discussed.     

Growing Wealth Gaps in Education

Prior research on trends in educational inequality has focused chiefly on changing gaps in educational attainment by family income or parental occupation. In contrast, this contribution provides the first assessment of trends in educational attainment by family wealth and suggests that we should be at least as concerned about growing wealth gaps in education. Despite overall growth in educational attainment and some signs of decreasing wealth gaps in high school attainment and college access, I find a large and rapidly increasing wealth gap in college attainment between cohorts born in the 1970s and 1980s, respectively. This growing wealth gap in higher educational attainment co-occurred with a rise in inequality in children’s wealth backgrounds, although the analyses also suggest that the latter does not fully account for the former. Nevertheless, the results reported here raise concerns about the distribution of educational opportunity among today’s children who grow up in a context of particularly extreme wealth inequality.     

A lost family-planning regime in eighteenth-century Ceylon

Based on Dutch colonial registers (thombos), this paper reconstructs fertility for two districts in Ceylon, 1756–68. It overcomes challenges in data quality by establishing the outer bounds of plausible estimates in a series of scenarios. Among these, total fertility rates (TFRs) averaged 5.5 in one district, but only 2.7 in the other. These figures exclude the victims of infanticide, a custom noted in European travelogues between about 1660 and 1820. Sex ratios among children differed depending on the number of older siblings, and overall, 27?per cent of girls are missing in one district and 57?per cent in the other. There was little significant variation either in the TFR or the sex ratio by socio-economic status, suggesting that poverty was not a key factor in motivating infanticides. Instead, we argue that at least parts of Ceylon had a forward-looking culture of family planning in the eighteenth century, which was lost in subsequent decades.     

Entwicklung von Schulleitung durch Gruppencoaching

Development of head masters by group coaching In discussion on school development, a central role is attributed to the head masters. Beside these expectations concerning an innovative activity, the head masters act for the maintaining of the everyday school functioning in the context of very different and partly conflicting expectations. Coaching may give a support by refering immediately to the everyday work of the head masters. This article focusses on group coaching, outlines the special procedure in group coaching and compares it with other forms of personal development of head masters.     

Experiences of Families Inquiring About Donating or Adopting Embryos: Results of an Online Survey

Four hundred thirty-four individuals who had previously inquired with the National Embryo Donation Center (NEDC) or Nightlight Christian Adoptions about donating or adopting embryos responded to an online survey regarding which issues had been raised with them during their inquiry and how well they perceived NEDC and/or Nightlight had answered their questions regarding those issues. In general, respondents perceived that the operational issues surrounding donating or adopting embryos received more attention than the longer-term issues involving family dynamics and relationships. Overall, the inquirers were pleased with the responses to their questions (average >8 on a satisfaction scale of 1–10).     

UNCERTAIN DEMAND,CONSUMER LOSS AVERSION,AND FLAT‐RATE TARIFFS

We consider a model of firm pricing and consumer choice, where consumers are loss averse and uncertain about their future demand. Possibly, consumers in our model prefer a flat rate to a measured tariff, even though this choice does not minimize their expected billing amount—a behavior in line with ample empirical evidence. We solve for the profit‐maximizing two‐part tariff, which is a flat rate if (a) marginal costs are not too high, (b) loss aversion is intense, and (c) there are strong variations in demand. Moreover, we analyze the optimal nonlinear tariff. This tariff has a large flat part when a flat rate is optimal among the class of two‐part tariffs.     

A new discrete distribution involving laguerre polynomials

A discrete distribution in which the probabilities are expressible as Laguerre polynomials is formulated in terms of a probability generating function involving three parameters. The skewness and kurtosis is given for members of the family corresponding to various parameter values. Several estimators of the parameters are proposed, including some based on minimum chi-square. All the estimators are compared on the basis of asymptotic relative efficiency.     

Recruiting channels of foreign subsidiaries in Japan

Despite increasing interest in recruitment and selection, surprisingly little is known regarding recruiting practices and channels in foreign subsidiaries. This study focuses on the utilization and success of recruiting channels of foreign subsidiaries in Japan. Interviews with 40 company managers show that recruitment strategies in foreign subsidiaries progress through different stages. Lacking social networks but possessing substantial financial resources, small and newly established subsidiaries rely primarily on headhunters. However, larger subsidiaries with longer presence in Japan tend to diversify and localize their recruitment channels. Owing partly to a reduction in ethnocentric attitudes, foreign subsidiaries in certain industries are capable of attracting high-quality job candidates. Overall, the interviews revealed that referrals are the best recruiting channel for the production of high-quality candidates who fit in well, exhibit high company loyalty, and perform well on the job.